The Moral Superiority Effect: Self Versus Other Differences in Satisfaction with Being Overpaid

This paper focuses on how people think about their own and other's reactions to being overpaid. Two experiments investigate the discrepancy between people's own satisfaction and their perception of other's satisfaction with overpayment. The results of both experiments support our hypothesis that people think others are more satisfied with being overpaid than they are themselves. Our results are consistent with the idea that people think others are more influenced by egoism-based considerations whereas they themselves are more influenced by considerations of right and wrong. In other words, people show a moral superiority effect. In the general discussion, we argue why it is less likely to find moral superiority effects on people's reactions to being equally paid and underpaid, and we relate our findings to the literature of self-serving biases.     

How Do Female and Male Faculty Members Construct Job Satisfaction? The Roles of Perceived Institutional Leadership and Mentoring and their Mediating Processes

In this study we examine how a sample of 248 male and female professors at a Midwestern private research university construct their academic job satisfaction. Our findings indicate that both women and men perceive that their job satisfaction is influenced by the institutional leadership and mentoring they receive, but only as mediated by the two key academic processes of access to internal academic resources (including research-supportive workloads) and internal relational supports from a collegial and inclusive immediate work environment. Gender differences emerged in the strengths of the perceived paths leading to satisfaction: women’s job satisfaction derived more from their perceptions of the internal relational supports than the academic resources they received, whereas men’s job satisfaction resulted equally from their perceptions of internal academic resources and internal relational supports received. Implications for leadership and institutional practices are drawn from the findings.     

企业名牌战略心理透视

企业实施名牌战略已成为我国发展经济的重大战略。许多企业已经认识到名牌在企业经营活动中的重要性。认识到名牌就是市场,名牌就是财富。     

浅析图书馆服务文化

图书馆服务文化以读者满意为目标,以人文关怀为特征。提高员工素质,增强社会辐射作用,是落实“三个代表”要求,发展中国先进文化的实际行动。构建图书馆服务文化势在必行。     

新形势下提升群众工作能力的路径探讨

做好新形势下的群众工作，不断提升党员领导干部做好群众工作的能力，必须坚持不断创新群众工作的机制和方法，在取得群众满意的成效上下功夫。必须坚持自觉扎根于群众，从群众中汲取执政智慧，在群众工作的实践中历练执政本领。必须坚持努力提升正确对待“权力观、政绩观和利益观”的能力，维护稳定、促进和谐、推进科学发展的能力，加强和创新社会管理的能力，抓班子、带队伍的能力，切实维护好、发展好群众利益，确保全面提高新形势下群众工作的水平。     

基于马斯洛需要层次理论视角的顾客满意实现研究

顾客满意是现代企业在开展市场营销活动时所追求的目标,它对于企业来说意味着重复购买、正面口碑和顾客忠诚。顾客满意实际上反映了顾客的需要得到了满足。通过把马斯洛的需要层次理论与顾客满意的实现结合起来进行研究,利于探求企业通过满足顾客各层次需要的基础上实现顾客满意。     

流动家庭性别关系满意度变化研究——以北京市农民工流动家庭为例

家庭化的乡城流动已经成为中国现代化进程中人口流动的主要趋势和重要特征。大量农民工家庭举家流入城市,对中国城市和乡村的发展和稳定都有深刻影响,但流动对这些家庭本身的影响如何?本研究在国际上关于流动与性别研究理论的指导下,运用访谈和问卷调查的社会学研究方法,对居住在北京市海淀区马连洼街道的89户农民工流动家庭流动前后夫妻家庭性别关系满意度进行研究和分析,详细探讨了流动对夫妻性别关系满意度的影响,并对不同类型的流动家庭进行比较,从而得出流动在一定程度上改变了农民工流动家庭的性别关系的结论。     

China＇s Higher Education System＂ A Case for Cautious Optimism

Although China＇s unemployment rate for university graduates is quite high and overall satisfaction among students is lower than desired, there are some universities experiencing atypical results. The authors build on previous surveys conducted in 2008 and 2010 by conducting the third survey of students in a university in eastern China. The results are atypical. Student satisfaction is much higher in certain categories than anticipated. Follow-up surveys of faculty members find that they prioritized teaching more than research and this accounts for the difference between the results observed here and those found previously. In short, the faculty at this university disregarded the incentive system and prioritized teaching above what the system was designed for. In turn, students experienced higher levels of satisfaction than the norm for Chinese universities. Faculty acknowledged that they were rewarded for research but prioritized teaching. While it is possible that some might disregard economic incentives for other priorities, it is highly unlikely a majority would. A more compelling explanation is the well-thought-out and highly developed two-fold incentive system this university uses, which can be exported to other Chinese universities seeking similar results.     

Job Satisfaction Among Swedish Mental Health Nursing Staff: A Cross-Sectional Survey

There is limited amount of empirical studies concerning job satisfaction in inpatient psychiatric care. However, job satisfaction has several implications on public administration and management. The objective of this study is to identify factors having positive impact on job satisfaction among Swedish psychiatric nursing staff in an inpatient psychiatric clinic. The cross-sectional study is based on Herzberg’s motivation-hygiene theory. The survey was distributed among nursing staff at a psychiatric university hospital clinic in Western Sweden. Overall, job satisfaction was rated relatively high, and salary was rated the lowest of all factors investigated. Unlike the premises in Herzberg’s theory, salary showed a positive correlation with job satisfaction and not only in preventing dissatisfaction. Hospital managers must be attentive to salary levels and staff turnover. Psychiatric nursing personnel in Sweden lack competitive salaries, and hospital administrators should encourage nursing staff to improve relationships between staff and managers and establish good relationships among colleagues.