[雙語翻譯]工作滿意度外文翻譯--作為工作行為調(diào)節(jié)器的工作滿意度（英文）

1、 Procedia - Social and Behavioral Sciences 190 ( 2015 ) 471 – 476 Available online at www.sciencedirect.com ScienceDirect1877-0428 © 2015 Published by Elsevier Ltd. This is an open access article under the CC

2、 BY-NC-ND license (http://creativecommons.org/licenses/by-nc-nd/4.0/). Peer-review under responsibility of Academic World Research and Education Center. doi: 10.1016/j.sbspro.2015.05.028 2nd GLOBAL CONFERENCE on PSYCHO

3、LOGY RESEARCHES, 28-29, November 2014 The job satisfaction as a regulator of the working behaviour Alexandra Hajdukova a*, Jarmila Klementova a, Jarmila Klementova jr. a a Technical University in Zvolen , T. G. Masaryka

4、24, 960 53 Zvolen, Slovak Republic Abstract The level of job satisfaction of employees is reflected in the working behaviour of the man. The low level of job satisfaction may be reflected by reduced stability, disciplin

5、e, responsibility, as well as lower power, fluctuation, lack of staff and so on. The aim of this paper is to determine the level of satisfaction with selected factors through the research of employees’ job satisfaction.

6、 The factors of job satisfaction were divided into three dimensions–requirements and benefits of labour, status and relationships in the workplace and organizational settings. The theory of job satisfaction indicates a

7、 very strong relationship between employee age and its relationship to work (satisfaction with aspects of the work). In theory for the young respondents are the main factors of job satisfaction the career prospects and

8、 the nature of the work. For the older workers the nature of the relationship between employees and management is becoming less important. For this reason, the intention of the research was to verify the validity of co

9、nclusions theories on employees operating in Slovakia. Within the research was used the method of questioning (interview).To evaluation of the data were used statistical tools and methods (analysis of variance, Duncan t

10、est). © 2015 The Authors. Published by Elsevier Ltd. Peer-review under responsibility of Academic World Research and Education Center. Keywords: the job satisfaction, the satisfaction factors, analysis of varianc

11、e; 1. Introduction The importance of working in human life is undeniable. Job satisfaction of the working-age person plays one of the most important tasks in terms of its motivation, performance, work efficiency, not le

12、ast in terms of mental health (Potkany, 2008; Potkany, Kollarik, 2010; Malloy, Fleskova, Fleskova, 2011) *Alexandra Hajdukova. Tel.: +421 45 520 64 32 E-mail address: alexandra.hajdukova@gmail.com © 2015 Publi

13、shed by Elsevier Ltd. This is an open access article under the CC BY-NC-ND license (http://creativecommons.org/licenses/by-nc-nd/4.0/). Peer-review under responsibility of Academic World Research and Education Center.47

14、3Alexandra Hajdukova et al. / Procedia - Social and Behavioral Sciences 190 ( 2015 ) 471 – 476 relation to the content of their work. Kolesarova (2010) divided the factors of job satisfaction in 3 dimensions as

15、they “where a person walks,“ “what gives him work,“ and “what man is.“ The basis for identifying factors and their inclusion were studies of Mozny (1971;1974), Vecernik (2003), Mares (2001), Mares Banovcova (2002). Kol

16、esarova named dimensions of job satisfaction as follows: ? 1. dimension of “organizational settings“ ? Work is where a person walks. Whether it goes into with pleasure and that feels good in it determine the elements

17、 of the work environment (e.g. room equipment, lighting, noise, safety, etc...), that are often the norm for humans. ? To the elements affecting job satisfaction include the organization of work, that means employee at

18、titudes, whether his work is well organized, planned, or employee meets the employment relationship, work schedule, randomly assigned tasks and etc. ? 2. dimension 'requirements and benefits of working “ ? In th

19、e first place the work brings certain benefits to the man. On the other hand, it put some rights on a man and needs to spend some effort, when we talk about the workload. ? At work uses a person acquired knowledge, exp

20、erience and skills to which brings to work and the result of its activities are products and services. In this case we are talking about the possibility of applying the professional skills of the employee. ? One would

21、not spend too much effort and effort at work, if he was not interested in and did not enjoy the work. If it does not do what he wants to do what it fills therefore interesting of work ranks among the factors of job sat

22、isfaction. ? A person is not just giving to an organization, but also expects some reward for their efforts (as would appear from the expectations theory). Important form of remuneration is wage, earnings, that man as

23、 involves overall job satisfaction and if it does not, it is looking for another job. ? To work a person brings their skills and knowledge which he had acquired in school or other employment and he expects that he will

24、 be able to continue developing. Therefore work may be a means of self- realization. ? With self-realization is closely linked career advancement, which man wants to achieve by making some effort and knowledge. Progre

25、ss brings many benefits such as prestige, responsibility, self-determination and the like to a man. ? 3. dimension “status and relationships in the workplace“ ? Work has supra-individual character; it is a place wher

26、e there is a proliferation of differing social relations and cooperation. Therefore the work is the place where the formal and informal relationships between colleagues are. Individual in his assessment takes into acco

27、unt the functioning, respectively dysfunctional relationships in the workplace and creates a position for them. ? To the concept of work also includes the organizational structure and hierarchy of power, which is set i

28、n the organization. Therefore employee is not only a colleague but also subordinates and his relationships in the organization affect the attitude of the supervisor. 3. The research results of job satisfaction of emplo

29、yees working in Slovakia Job satisfaction research was conducted in Slovakia in the period from January 2013 to January 2014 by the questionnaire form. In the research were followed dimensions of job satisfaction as fur

30、ther described in the chapter 1.2. From a wider conceived research we choice only some aspects of the assumptions and the related results, which is given to the magnitude of the contribution. The research goal of the p

31、aper was to determine the level of satisfaction of employees working in companies located in Slovakia. The differences between expert opinion on the age range of employees in which decreases their job satisfaction the

32、research has also looked at the relationship between age and employee satisfaction. The research group was formed by 1919 employees who were randomly selected from among employees working in Slovakia. It has been in th

33、e research file represented by 29% of respondents fewer than 30 years, 30% of respondents from 31 to 40 years, 27% of respondents from 41 to 50 years and 14% of respondents over 50 years old. The respondents expressed