1、外文翻译JOBSATISFACTIONINDICATORSANDTHEIRCORRELATESMATERIALSOURCEAMERICANBEHAVIORALSCIENTISTAUTHORSTANLEYESEASHORECONCEPTIONSOFJOBSATISFACTIONUNTILVERYRECENTLYHAVEBEENLARGELYPSYCHOLOGICALANDINDIVIDUALISTICINORIENTATIONEMPIRICALSTUDIESHAVEBEENCONFINEDTOLOCALSITUATIONSORSPECIALPOPULATIONSWITHINTERPRETIVEP
2、URPOSESREFLECTINGTHEVALUESOFEMPLOYEDINDIVIDUALSOROFTHEIRMANAGERSHOWEVER,IFJOBSATISFACTIONMEASURESARETOBEUSEFULINMONITORINGTHEQUALITYOFEMPLOYMENTONASOCIETALSCALE,ITWILLBENECESSARYTOENLARGETHEPERSPECTIVE,TOINVOKESOMESOCIETALANDPOLITICALVALUES,ANDTOBEGINTOTREATJOBSATISFACTIONINTHECONTEXTOFALARGERARRAYO
3、FASSOCIATEDVARIABLESTHEMEASUREMENTOFJOBSATISFACTIONASASOCIALINDICATORMAYHAVETHREEROLES1TOREPRESENTAVALUEDPRODUCTOFSOCIETYACOMPONENTOFTHEPSYCHOLOGICALGNP2TOPROVIDEAMONITORINGANDDIAGNOSTICAIDFOREARLYWARNINGOFSOCIETALDISLOCATIONS,POLICYORPROGRAMFAILURE,ANDSLOWLYDEVELOPINGSOCIETALCHANGESAND3TOPROVIDEASI
4、GNIFICANTCOMPONENTINTHETHEORIESANDMODELSTOBEUSEDINTHEFORMULATIONOFSOCIALPOLICYANDPROGRAMSOPINIONSDIFFERONHOWPROMINENTANDHOWEFFECTIVEJOBSATISFACTIONMEASURESWILLBEINTHESETHREEROLESTHEUTILITYOFJOBSATISFACTIONMEASURESRESTSONTHEDEVELOPMENTOFMULTIPLEMEASUREMENTMETHODSTHATARESTANDARDIZED,SUITABLEFORWIDEUSE
5、,ANDCAPABLEOFDETECTINGPOPULATIONDIFFERENCESANDPOPULATIONCHANGESINADDITION,THEUTILITYRESTSUPONTHESEMEASURESHAVINGANAGREEDCONCEPTUALAND“REALWORLD”REFERENCEASWELLASAKNOWNMATRIXOFCAUSALANDCONSEQUENTIALRELATIONSHIPSTOOTHERSIGNIFICANTVARIABLESBOTHREQUIREMENTSMUSTBEMETBEFORECONVINCINGPROOFCANBEADVANCEDASTO
6、THEPRACTICALUTILITYOFJOBSATISFACTIONMEASURESFORANTICIPATING,UNDERSTANDING,ANDINFLUENCINGFUTUREOUTCOMESOFPRESENTSOCIETALCONDITIONSTHESETHEMESPROVIDETHESTRUCTUREFORTHISPAPERINTHENEXTSECTION,WEGIVEANOVERVIEWOFTHESTATEOFTHEARTINTHEMEASUREMENTOFJOBSATISFACTIONTHESECTIONFOLLOWINGTHATPROVIDESANAPPROACHTOOR
7、GANIZING,ORMODELING,THECORRELATESOFJOBSATISFACTIONTHEFINALSECTIONSUGGESTSSOMEPRIORITIESFORFURTHERRESEARCHANDDEVELOPMENTJOBSATISFACTIONINDICATORSTHISSECTIONSUMMARIZESCONSIDERATIONSTHATBEARUPONTHECHOICEOFAPPROACHESANDOPERATIONALMETHODSFORMEASURINGJOBSATISFACTIONWESHALLLIMITTHEDISCUSSIONTOAPPROACHESTHA
8、TRESTUPONDIRECTINQUIRYTHROUGHINTERVIEWORQUESTIONNAIREMETHODSTOPRODUCEDATATHATCANBEAGGREGATEDTOPROVIDEJOBSATISFACTIONINDICATORSFORVARIOUSLYDEFINEDPOPULATIONSWEEXCLUDEFROMDISCUSSION1INDIRECTAPPROACHESTHATDRAWINFERENCESABOUTJOBSATISFACTIONFROMPRESUMEDCAUSALORCONSEQUENTIALPHENOMENA2APPROACHESTHATAREPRIM
9、ARILYINDIVIDUALISTICANDDIAGNOSTICAND,THEREFORE,NOTUSUALLYAPPLICABLEFORGENERATINGPOPULATIONINDICATORSAND3APPROACHESTHATHAVEUTILITYPRIMARILYFOREMPIRICALANDTHEORETICALDISCOVERYRATHERTHANFORPOPULATIONDESCRIPTIONPURPOSESWEFIRSTREVIEWTHECOMMONLYUSEDFORMSOFPRIMARYDATA,THENSOMECOMMONLYUSEDDERIVATIVEJOBSATIS
10、FACTIONINDICATORSASCHEMEISPRESENTEDTOGUIDETHEEVALUATIONOFTHESESEVERALINDICATORSTHESEAREAPPLIEDTODRAWIMPLICATIONSFORPREFERREDFUTUREMETHODSTHROUGHOUTTHEPAPER,EXCEPTWHERENOTED,WEWILLUSETHETERM“JOBSATISFACTION”INCLUSIVELYTOREFERALSOTODISSATISFACTIONWITHOUTINTENDEDPREJUDICEWHETHERSATISFACTIONANDDISSATISF
11、ACTIONAREBESTTREATEDASPOLAROPPOSITESORASTWOCONCEPTUALLYDIFFERENTVARIABLESPRIMARYDATABYPRIMARYDATAWEMEANTHE“RAW”RESPONSESGIVENBYINDIVIDUALRESPONDENTSTOVERBALQUESTIONSORCOMPARABLESTIMULITHEREAPPEARSTOBEAFIXEDROSTEROFBASICFORMSOFPRIMARYDATA,EVENTHOUGHINNUMERABLEVARIATIONSONTHESEAREKNOWNTWOKINDSOFPRIMAR
12、YDATAAREDISTINGUISHEDFACETFREEANDFACETSPECIFICFACETFREEPRIMARYDATAAREOBTAINEDWHENTHERESPONDENTISASKEDTOINDICATEHISGLOBALSATISFACTIONWITHHISJOBANDJOBENVIRONMENTWITHOUTSPECIFYINGINADVANCETHEFACETSTOBECONSIDEREDORHOWTHEYARETOBECOMBINEDINEFFECT,EACHRESPONDENTPROVIDESANETRESPONSEDERIVEDFROMHISOWNSETOFFAC
13、ETS,WEIGHTEDOROTHERWISECOMBINEDINHISOWNUNIQUEFASHION,WITHUNSTATEDANDUNIQUEASSUMPTIONSNOTONLYABOUTTHECONTEXTFOREVALUATION,BUTALSOABOUTHISOWN“FIT”TOTHEJOBANDITSENVIRONMENT,ANDWITHTHEENVIRONMENTAL“REALITY”DEFINEDBYHISOWNPERCEPTIONSANDCOGNITIONSNORMATIVE,COGNITIVE,ANDUNCONSCIOUSELEMENTSINTHEEVALUATIONAR
14、EINVITEDTHESTIMULUSQUESTIONSAREUSUALLYPHRASEDORNONVERBALLYDISPLAYEDWITHANINTENTTOIMPOSETHEFEWESTPOSSIBLECONSTRAINTSUPONHISPERCEPTUAL,COGNITIVE,ANDEVALUATIVEPROCESSESSEVERALCOMPLEMENTARYSTIMULIMAYBEUSEDTODIVERSIFYTHEUNAVOIDABLECONSTRAINTSFACETSPECIFICPRIMARYDATAAREOBTAINEDWHENTHERESPONDENTISASKEDTORE
15、PRESENTHISSATISFACTIONWITHRESPECTTOSOMESPECIFIEDFACETOFHISJOBORJOBENVIRONMENTSINCETHEFACETSPECIFICATIONISNEVEREXHAUSTIVEORDEFINITIVE,THEDIFFERENCEBETWEENAFACETFREEANDAFACETSPECIFICINQUIRYISONLYONEOFDEGREEFOREXAMPLE,THEQUERY“HOWSATISFIEDAREYOUWITHYOURPAY”ELICITSANETRESPONSETHATINCLUDESCONSIDERATIONOF
16、UNSPECIFIEDSUBFACETSAMOUNTOFPAY,CERTAINTYOFPAY,RATEOFINCREASE,ADEQUACYTONEED,ANDSOFORTH,UNSPECIFIED“REALITY”LASTWEEKSPAY,PAYAFTERDEDUCTIONS,PAYCONFIDENTLYEXPECTEDNEXTYEAR,ANDTHELIKE,ANDUNKNOWNPERCEPTUAL,COGNITIVE,ANDEVALUATIVEPROCESSESNEVERTHELESS,FACETSPECIFICMETHODSALLOWTHEINQUIRERSOMECONTROLOVERT
17、HERANGEOFFACETSTOBEINCLUDEDINHISDATA,ANADDEDDEGREEOFCOMPARABILITYAMONGDIFFERENTRESPONDENTS,ANDCLOSERANDMORECONFIDENTLINKAGEBETWEENTHERESPONSEOBTAINEDANDTHE“REALITY”OFTHEJOBENVIRONMENTOROFTHEPERSONUNDERINVESTIGATIONFACETSPECIFICQUERIES,THUS,VARYINTHEIRSPECIFICITYINADDITION,THEYTAKETHEFOLLOWINGFORMSAD
18、IRECTREPORTOFDEGREEOFSATISFACTIONWITHFACETSATISFACTIONBAMOUNTORDEGREEOFFACETPROVIDEDBYJOBISNOWCAMOUNTORDEGREEOFFACETRESPONDENTWOULDLIKETOHAVEWOULDLIKEDAMOUNTORDEGREEOFFACETRESPONDENTSHOULDBEPROVIDEDSHOULDBEEIMPORTANCEOFFACETTORESPONDENTIMPORTANCETHEFORMSOFRESPONSEEXISTINGREATVARIETY,INCLUDINGSIMPLEC
19、HECKLISTOR“YESNO”RESPONSES,RANKORDERING,SCALARRESPONSESEG,LIKERTSCALES,“FACES,”ANDTHELIKE,ANDTHEMORECOMPLEXFORMSSUCHAS“SELFANCHORING”SCALESWHILETHESEALTERNATIVESINVITEUSEFULDISCUSSIONABOUTTHEIRRELATIVERELIABILITY,EFFICIENCY,SIMPLICITY,ITEMUTILITY,ANDCONCEPTUALASSUMPTIONS,SUCHISSUESWILLNOTBERAISEDHER
20、EEACHALTERNATIVEPROVIDESPRIMARYDATAPERMITTINGAGGREGATIONFORPOPULATIONCOMPARISONORSOCIALINDICATORPURPOSESDERIVEDDATAINTHECASEOFPRIMARYDATATHATREPRESENTTHEDIRECTORIMPLIEDEXPRESSIONOFJOBSATISFACTION,SOCIALINDICATORSMAYBEDERIVEDBYASIMPLEAGGREGATIONOFPRIMARYDATAFORINDIVIDUALSANDTHENANAGGREGATIONOFINDIVID
21、UALDATAFORTHEPOPULATIONTHISISOFTENDONE,FOREXAMPLE,WITHRESPECTTOMULTIITEM,FACETFREEPRIMARYDATA,ANDWITHPRIMARYDATAOFTYPESAANDBABOVEHOWEVER,MORECOMPLEXFORMSOFDERIVATIVEINDEXESARECOMMONLYPREFERREDFORVARIOUSREASONSPROCEDURESFORDERIVINGINDEXESFROMPRIMARYDATAINCLUDE1DIFFERENTIALWEIGHTINGOFITEMS2CLUSTERINGO
22、FITEMSINTOFACTORSORDIMENSIONSONCONCEPTUALOREMPIRICALGROUNDS3CONVERTINGPRIMARYDATATODERIVEDDISCREPANCYSCORESONTHEORETICAL,CONCEPTUAL,OREMPIRICALGROUNDSBEFOREAGGREGATION4RETAININGINDIVIDUALFACETITEMDATAFORDIFFERENTIALUSESININTERPRETATIONORANALYSIS5REMOVINGSOMEUNCONTROLLEDRESPONSEVARIANCEBEFOREAGGREGAT
23、IONAND6ADJUSTINGPRIMARYDATAFORKNOWNORPRESUMEDBIASBEFOREAGGREGATIONANYOFTHESEPROCEDURESMAYBEEMPLOYEDSINGLYORINCOMBINATIONWITHOTHERSTHELASTTHREEPROCEDURESARERELATIVELYTRIVIALORATLEASTNONCONTROVERSIALATTHEPRESENTTIMETHEFIRSTTHREEARETOPICSOFCURRENTINQUIRYANDDISPUTECORRELATESOFJOBSATISFACTIONTHISSECTIONR
24、EVIEWSWHATISKNOWNANDWHATSHOULDBECOMEKNOWNWITHRESPECTTOTHECORRELATESOFJOBSATISFACTIONTHERANGEOFKNOWNCORRELATIVESISDISPLAYEDINAWAYTHATWILLAIDTHEASSESSMENTOFTHEPOTENTIALROLEOFJOBSATISFACTIONASONEINDICATOR,AMONGOTHERS,OFTHEQUALITYOFEMPLOYMENTSOMEEXAMPLESOFREPORTEDEMPIRICALCORRELATIONSWILLBEGIVENFORILLUS
25、TRATIVEPURPOSES,BUTWEDONOTATTEMPTTOREVIEWANDCATALOGALLPUBLISHEDREPORTSBEARINGONTHEMATTER,NORTOPROVIDEEVALUATIONOFTHEVARIOUSEMPIRICALGENERALIZATIONSTHATHAVEBEENADVANCEDWESHALLIGNOREFORTHEPRESENTTHEDIVERSITYOFCONCEPTANDMEASUREMENTOFJOBSATISFACTIONTREATEDINTHEPRECEDINGSECTIONSOCIALINDICATORSANDINTERPRE
26、TATIVEMODELSTHEMEANINGOFANYSOCIALINDICATORISFOUNDINITSASSIGNEDROLEINSOMECONCEPTIONOFHOWTHESOCIETY“WORKS”THUS,AMEASUREDCHANGEINSOMEINDICATORINFANTMORTALITYRATE,FOREXAMPLEISUNINTERPRETABLEAPARTFROMSOMEKNOWNORASSUMEDDYNAMICSTRUCTUREOFSEQUENTIALCHANGESTHATRELATESTHEOBSERVEDCHANGETOCAUSES,CONSEQUENCES,AN
27、DMODERATINGCONCEPTUALFACTORSIDEALLY,ONESHOULDHAVEANEMPIRICALLYVALIDATEDTHEORY,BROADINSCOPE,EMBRACINGMULTIPLECAUSESANDCONSEQUENCES,CAPABLEOFACCOMMODATINGADDITIONALVARIABLESIE,ANOPENSYSTEM,ANDONETHATTREATSCHANGESOVERTIMEIE,ADYNAMICTHEORYSUCHANINTERPRETIVEMODELWOULDPERMITTHEEVALUATIONOFACHANGEINSOMESOC
28、IALINDICATORINSEVERALUSEFULWAYS,MOSTIMPORTANTLYINESTIMATINGFUTUREIMPLICATIONSOFTHEOBSERVEDCHANGEANDINIDENTIFYINGPOSSIBLESOCIETALACTIONSTOFORESTALLORCOUNTERACTUNDESIRABLECONSEQUENCESWITHRESPECTTOJOBSATISFACTION,THEREDOESNOTEXISTANYSUCHCOMPREHENSIVETHEORETICALMODELHOWEVER,THEREAREMICROMODELSTREATINGLI
29、MITEDSEGMENTSOFSUCHAMORECOMPREHENSIVEMODEL,ANDTHEREAREKNOWNEMPIRICALCORRELATIONSTHATHELPTOIDENTIFYCLASSESOFVARIABLESTHATMUSTBETAKENINTOACCOUNTANDWHICHCANGUIDEFUTUREWORKINTOPROFITABLEDIRECTIONSONEEXAMPLEOFSUCHAMICROMODELSPECIFIESTHATMORECHALLENGINGJOBSIE,THOSEWITHMOREAUTONOMY,ALLOWINGGREATERUSEOFVALU
30、EDSKILLS,ANDSOONAREASSOCIATEDWITHHIGHERJOBSATISFACTIONINADYNAMICFORMWITHCAUSALSPECIFICATION,ITISASSERTEDTHAT“ENRICHMENT”WITHRESPECTTOTHEDEGREEOFCHALLENGELEADSTOANINCREASEINJOBSATISFACTIONTHEREISAMPLECORRELATIONALANDEXPERIMENTALEVIDENCETHATSUCHANASSOCIATIONCANEXISTANDCANBEQUITESTRONGLAWLER,1969WEUPJO
31、HNINSTITUTEFOREMPLOYMENTRESEARCH,1973188201BUTRATHERLITTLEISKNOWNABOUTTHECONTEXTUALCONDITIONSWITHINWHICHTHEASSOCIATIONHOLDSHULINANDBLOOD,1968ANDABOUTVARIABLESTHATMODERATETHESTRENGTHOFTHEASSOCIATIONTHEGENERALIZATIONSTANDSASAVALIDANDUSEFULONEEVENTHOUGHPARTSOFTHERELEVANTCORRELATIONALMATRIXREMAINUNEXPLO
32、REDOTHERAVAILABLEMICROMODELSTREATJOBSATISFACTIONINACAUSALRATHERTHANACONSEQUENTIALROLEANEXAMPLEISTHEFORMULATIONTHATOCCUPATIONSTHATARERELATIVELYHIGHINEXTRINSICJOBSATISFACTIONWILLINDUCERELATIVELYHIGHRATESOFPREMATUREDEATHFROMCHRONICHEARTDISEASES,WHILEOCCUPATIONSRELATIVELYHIGHININTRINSICJOBSATISFACTIONWI
33、LLINDUCELOWERDEATHRATESTHISPROPOSITIONHASBEENSUPPORTEDINONLYTWOCORRELATIONALTESTSBUTWITHIMPRESSIVELYLARGECORRELATIONCOEFFICIENTSHOUSE,1972TWOPOINTSAREILLUSTRATEDBYTHISEXAMPLE1JOBSATISFACTIONCANNOTINALLCIRCUMSTANCESBETREATEDASAUNIDIMENSIONALCONSTRUCTAND2RELATIONSHIPSTHATARETRIVIALANDUNRELIABLEATTHEIN
34、DIVIDUALLEVELMAYBEHIGHLYSIGNIFICANTANDINTERPRETABLEWHENAGGREGATEDINTHISCASE,AGGREGATEDTOTHEOCCUPATIONALLEVELMACROENVIRONMENTALFACTORSALTHOUGHRELATIVELYLITTLEPROGRAMMATICINQUIRYHASBEENMADEINTOTHEROLEOFECONOMIC,POLITICAL,CULTURAL,ANDSIMILARBROADFACTORSASTHEYAFFECTJOBSATISFACTION,EVIDENCESUGGESTSTHATTH
35、ISCLASSOFVARIABLESISINDEEDRELEVANTTOJOBSATISFACTIONFOREXAMPLE,HULINANDBLOOD1968ANDALSOKENDALL1963FOUNDTHATCHARACTERISTICSOFTHECOMMUNITIESINWHICHWORKERSRESIDENEEDTOBETAKENINTOACCOUNTTOUNDERSTANDJOBSATISFACTIONFORM1973,COMPARINGAUTOASSEMBLYPLANTWORKERSINFOURCOUNTRIES,SHOWSTHATTHEREAREDIFFERENCESINWORK
36、RELATEDVALUES,MOTIVES,ANDSATISFACTIONSASSOCIATEDWITHDEGREEOFINDUSTRIALIZATION,WHILEOTHERRELATIONALREGULARITIESAPPEARTOBEIMPERVIOUSTOCULTUREANDCONTEXTTHEREARESPECULATIONS,BUTNOADEQUATEEVIDENCE,THATFLUCTUATIONSINUNEMPLOYMENTRATEANDGENERALPUBLICOPTIMISMABOUTFUTUREECONOMICCONDITIONSIMPACTONJOBSATISFACTI
37、ONOCCUPATIONALCHARACTERISTICSTHATJOBSATISFACTIONISRELATEDTOGENERALCHARACTERISTICSOFOCCUPATIONSNOTTOBECONFUSEDWITHPROPERTIESOFJOBSANDTHEOCCUPATIONALSTRUCTUREHASBEENCONSISTENTLYDEMONSTRATEDFROMTHEEARLIESTCOMPARATIVESTUDYOFHOPPOCK1935TOTHEMORERECENTSTUDIESSUCHASTHOSEOFQUINNETAL1973NUMEROUSSTUDIESSHOWSI
38、GNIFICANTRELATIONSHIPSBETWEENJOBSATISFACTIONANDSUCHPROPERTIESOFOCCUPATIONSASSTATUS,PRESTIGE,POWER,ANDCONTROL,AMONGOTHERSHOWEVER,BECAUSEOFDEFECTSINSTUDYDESIGN,NOTMUCHISKNOWNABOUTTHEDEGREETOWHICHTHEVARIOUSOCCUPATIONALCHARACTERISTICSCONTRIBUTEINDEPENDENTLYTOJOBSATISFACTIONORGANIZATIONALENVIRONMENTTHISD
39、OMAINOFCAUSALVARIABLESISEXTENSIVELYREPRESENTEDINTHETHEORETICALANDEMPIRICALLITERATUREVARIABLESWHICHHAVESHOWNEVIDENCEASSIGNIFICANTORGANIZATIONALANTECEDENTSTOJOBSATISFACTIONINCLUDESTRUCTURALVARIABLESSUCHASSIZEAND“SHAPE”EG,CARZOANDYANOUZAS,1969,COMPLEXITY,CENTRALIZATION,ANDFORMALIZATIONEG,GEORGEANDBISHO
40、P,1971PROCESSVARIABLESSUCHASPREVAILINGDECISIONMAKINGANDCONFLICTMANAGEMENTSTYLES,TEAMCOLLABORATIONANDROLECONFLICTANDSUCHENCOMPASSINGVARIABLESAS“ORGANIZATIONALCLIMATE”LITWINANDSTRINGER,1968THEJOBANDJOBENVIRONMENTBYFARTHEMAJORPARTOFTHEJOBSATISFACTIONRESEARCHHASBEENCONCERNEDWITHTHEPROPOSITIONTHATANINDIV
41、IDUALSJOBSATISFACTIONISINSUBSTANTIALPARTADIRECTPRODUCTOFTHEOBJECTIVECHARACTERISTICSOFHISJOBANDITSIMMEDIATELYRELEVANTENVIRONMENTMANYHUNDREDSOFREPORTSASSERTORIMPLYSUCHAPROPOSITIONANDPRESENTEMPIRICALDATABEARINGUPONITTHESEDATAAREDIVERSEINQUALITYANDSCOPEANDOFFERASOMEWHATBEWILDERINGARRAYOFCORRELATIONSANDC
42、HOICEOFJOBCHARACTERISTICSFORTREATMENT,BUTTHEYWITHOUTDOUBTCONFIRMTHEGENERALPROPOSITIONSMITHETAL1969REPORTTHATINANUMBEROFREPLICATIONSINDIFFERENTSETTINGS,THEAMOUNTOFPAYASSOCIATEDWITHAJOBCORRELATESPOSITIVELYWITHDEGREEOFJOBSATISFACTIONNOONEISSURPRISEDATTHIS,ALTHOUGHSOMEARESURPRISEDATTHERATHERLOWMAGNITUDE
43、OFTHECORRELATIONSPERHAPSABOUT20FORTHEEMPLOYEDPOPULATIONASAWHOLE译文工作满意度指标及其相关因素资料来源美国行为科学家作者斯坦利西肖尔，托马斯D泰伯工作满意度概念直到最近一直在方向主要是心理上和个人主义。实证研究也仅限于当地的情况，反映特殊人群的目的，如个人或者雇佣他们的经理的价值。但是，如果工作满意度的措施是在检测的就业对整个社会有益的规模质量，将有必要扩大视野，引用一些社会和政治价值，并开始对一组相关变量较大的阵列中的工作表示满意。对工作的满意度作为衡量社会指标可能有三个角色（1）代表了作为社会的一个组成部分的国民生产总值的心理价
44、值的产品；（2）提供一个对社会混乱，政策或程序故障，慢慢地发展社会变化的早期预警监测和诊断援助；（3）提供一个在理论和模型的重要组成部分将在社会政策和方案的制定中。不同的意见，并就如何突出工作满意度如何有效的措施将在这三个角色。工作满意度的措施效用取决于多个测量方法，是标准化的发展，适合广泛使用，检测族群的差异和人口变化的能力。此外，在于对这些公用事业有一个商定的概念和“现实世界”的提出，以及已知的因果关系矩阵和相应的其他重要因素的措施。必须满足两个要求令人信服的证据之前，可以以先进的工作满意度措施，预测、了解，当前社会条件影响未来结果的实用价值。这些主题提供了这个文件的结构。在下一节中，我们
45、给出了一个在工作满意度测量的最先进的概述。本文提供了一个方法来组织或模型，相关的工作表示满意。最后一节建议进一步研究和发展的重点。工作满意度指标本节总结注意事项后，方法和工作满意度测量方法的选择承担业务。我们想讨论限制办法，通过面谈或者问卷调查后，直接询问休息方法产生的数据进行汇总，可以提供各种不同的定义群体工作满意度指标。我们排除讨论（1）制定有关作业或间接从推定因果现象；（2）个人注意和诊断的办法，通常不会产生人口使用指标；（3）与其有经验和理论搜索，还不如以人口的描述工具为目的。首先回顾初级资料，并衍生一些常用的工作满意度指标的常用形式。提出一项计划，以指导这几个指标的评价。这是使用于未
46、来的首选方法绘制的影响。除非另有说明，我们将使用术语“工作满意度”，是指不打算包容涉及影响到是否满意或者不满意的两个对立概念，或者两个概念不同的变量。主要数据根据主要数据，“原始”代表了受访者个人的口头问题的反映或类似的刺激。尽管那些被成为无数量的变化，原始数据似乎是一个固定名册的基本形式。两种主要数据的类型主要区别在于自由层面和指定层面。自由层面的数据的获得，应答者描述不事先制定的整体满意度及他们的工作和工作环境来考虑的或者他们是如何进行组合。实际上，每个受访者提供了一个从他的净反应方面获得自己的一套，与未声明的，独特的假设不仅对评估范围内的加权或以其他方式在他自己独特的方式结合起来，而且还
47、对自己的“合适”工作及其环境，以及与环境的“现实”由他自己的看法和认知定义。规范、认知、评价和无意识的元素参加。刺激的问题通常是措辞（或非语言的显示），有强加于他人意图的感知，认知和评价过程尽可能少的限制。几个互补的刺激问题可用于多种不可避免的限制问题。指定层面的数据的获得，当受访者回答一些指定的工作或工作环境的满意度。由于层面的规格从来没有详尽或明确描述，自由层面和指定层面调查的区别只有一个单位。例如，查询“您工资支付的满意度如何”引出一个净值反应，其中包括未制定层面以下的审议（薪酬、工资的确定、增长的速度、足够的需求，等等），未指定的“现实”（上周的工资、扣减后的工资、下一年的预计薪酬等等
48、），和未知的知觉、认知和评价过程。然而具体层面方法使得一些范围外的数据进行控制，包括自己的数据，不同受访者的不同程度的回应，更密切、更自信得响应联系和“现实”的工作环境或受访人员。指定层面的查询，改变他们的特殊性。另外，他们还采取以下形式（A）直接报告和层面（满意度）的满意度；（B）由工作提供的数量和程度（现在）；（C）受访者的数量和程度；（D）提供受访者的数量和程度；（E）受访者的重要性。反映的形式存在于多种多样，包括简单的核对清单或“是否”的反映，在秩序、标准量的反映（例如,李克特量标之类的），以及诸如更复杂的形式“锚”。尽管这些替代邀请了有益的讨论对他们的相对可靠性、高效、简单、实用的项
49、目，和概念的假设，这些问题将不会在此提出。允许每个代替的人员提供社会指标比较或原始汇总数据的目的。衍生数据原始数据代表直接或暗示的工作满意度时，表达了社会指标可以通过一个简单的原始数据集合体,然后对个人的一个集合的个人资料。然而，更复杂的形式衍生指标通常是优先考虑各种各样的原因。程序从原始数据产生的指标包括（1）微分加权的物品；（2）项目进入聚类或纬度因素，在概念或经验主义的理由；（3）主要数据转换得分了理论、概念的差异，还是实证的理由在聚集；（4）保持个人方面为了不同的物品数据用于解释或分析；（5）将在不受控制的响应差异聚集；（6）原始数据调整前已知名或假设的偏见，形成良性循环。这些程序可采用单独或联合别人。最后三个程序在目前级小或至少无可非议的调查和争议。工作满意度相关因素这个部分回顾了已知的工作满意度和我们遵守的工作满意度的相关因素。工作满意度相关联的范围将有效得评估工作满意度作为潜在的工作绩效指标，尤其是在员工质量方面。一些经验主义的报告的例子将会作出说明，但是我们不尝试复审和建立目录来说明所有有关的已出版的报告，或者提供各种经验的推论有进步的评估。我们应该忽略目前有关员工满意度的各种概念和测评方法。社会指标和解释模型一些社会指标被赋予对社会“有用”的概念。因此，测试一些指标消失率，例如，除了不可识别的指标，一些已知或者承担顺序变化动态结构观察关系变化的原因、结果、调
