此外，团队中的相互尊重、支持和鼓励有助于培养归属感，保持工作场所的和谐，从而提高工作满意度。
Moreover, mutual respect, support and encouragement in a team helps foster a sense of belonging, maintain harmony in the workplace and thus improve job satisfaction.
这是在一系列指标上发现的，如自尊、生活满意度、幸福感和对工作、邻居或朋友等个人领域的满意度等。
This was found across measures like self-esteem, life satisfaction, happiness and satisfaction with individual domains like job, neighborhood, or friends.
这项工作是一个能够带来大量的自我满意度和自豪感，这是一个具有非常光明前途的事业。
This job is one that brings an enormous amount of self-satisfaction and pride, and it is a career with an exceptionally bright future.
然而，研究显示，收入多少带来的工作满意度要低于工作上的挑战和能力发挥所带来的满足感。
Yet studies show that job satisfaction comes less from how much people earn than from the challenge of their jobs and the control they are able to exert.
本研究对员工公平感、工作满意度的要素构成及两者之间的关系进行了分析，并验证人口学变量在它们之间的缓冲作用。
The research focused on the essential factors of employee's justice perceptions and job satisfaction, analysed the relationship between them, then verified the buffer role of demography variable.
前言：提高员工的满意度是增强员工的工作责任感，提高员工的工作质量，从而减少人为事故发生的一个有效途径。
To improve employees' satisfaction is a good way to increase the working responsibility of employee and enhance the working quality so as to reduce the man-made accidents.
目的：探讨程序公平对工作满意度、组织承诺的影响以及工作不安全感在其中的中介作用。
Objective: To explore the influences of procedural justice on job satisfaction and organizational commitment, and the mediating effects of job insecurity therein.
结果主观幸福感和工作满意度中除进修升迁外的各个维度、社会支持各维度之间的相关均有显著意义。
Results There were statistically significant correlations among subjective well-being and dimensions of job satisfaction except career path, dimensions of social support.
工作不安全感部分中介程序公平对整体工作满意度和组织承诺的影响。
Job insecurity partially mediated the influences between procedural justice on job satisfaction and organizational commitment.
结论：通过改善程序公平，可以减少员工的工作不安全感，并进而增强其工作满意度和组织承诺。
Conclusion: Improving procedural justice can decrease employees' job insecurity and thus increase their job satisfaction and organizational commitment.
工作满意度(成就感)是员工从他的工作中获得的感受。
Job satisfaction is the amount of pleasure or feeling of achievement that an employee gets from his job.
采用分层回归分析方法检验“大五”人格对薪酬公平感与工作满意度的关系影响。
This paper is trying to examine the effect of "five-factor" model on the relationship between pay fairness perceptions and job satisfaction by means of stratification regression analysis.
结果表明：组织支持感与工作满意度存在显著的正相关；
The results were as follows:(1)There was a significantly positive correlation between perceived organizational support and job satisfaction.
生活质量与主观幸福感对工作满意度有显著预测作用。
Quality of life and subjective well-being could predict the job satisfaction.
随着组织中工作压力源的增多与增强，致使员工产生了不同程度的工作倦怠感，降低了员工的工作满意度，对员工、组织、家庭和社会都产生很大的不良影响。
The reinforcement of job stress brings job burnout in all levels to staff, which reduces job satisfaction of them and has a bad effect on employees, organizations, families and society.
方法对538名教师采用工作满意度通用量表、世卫组织生存质量简表、幸福感指数量表测量。
Methods By Global job satisfaction, WHOQOL-BREF and Index of Well-being, 538 teachers were tested. Results The level of middle school teachers' job satisfaction was higher.
而机构管理水平、工作发展前景和成就荣誉感是影响工作满意度的主要因素。
The institutional management, career development and honor are the main factors affecting job satisfaction.
结果表明，工作满意度对主观幸福感具有正外溢效应。
The results imply that job satisfaction has positive effect on subjective well-being.
研究表明能够产生幸福感的东西是买不到的，如很好的家庭生活，友谊和工作满意度。
Studies show that the things that contribute most to a sense of happiness cannot be bought, such as a good family life, friendship and work satisfaction.
组织文化的参与性、一致性、适应性、使命感四个层面与工作满意度的薪酬、晋升、领导、奖励、规章制度、工作以及交际满意七个方面都呈显著正相关；
Through the Pearson Correlation analysis, we found the correlation between organizational culture and job satisfaction is very remarkable except for one or two aspects.
个体与组织间的匹配程度可有效的预测员工的工作满意度、工作绩效以及离职倾向、组织承诺及个人成就感等。
The past researches found that the 3 types of fit were related to organization- focused outcomes and job- and career-focused outcomes respectively.
个体与组织间的匹配程度可有效的预测员工的工作满意度、工作绩效以及离职倾向、组织承诺及个人成就感等。
The past researches found that the 3 types of fit were related to organization- focused outcomes and job- and career-focused outcomes respectively.
应用推荐