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43. Job Satisfaction工作满意度

发布时间：2025-03-23 15:38:56

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1. As we know，job satisfaction refers to a person’s general attitude toward his or her job. A person with a high level of job satisfaction has a positive attitude toward his or her job, while a person who is dissatisfiedadj. 不满意的；不高兴的动词dissatisfy的过去式和过去分词.] has a negativeadj. 否定的；消极的；负面的；负的 n. 否定；反面意见；底片；数]负数vt. 否定] attitude. When people speak of employee attitudes, they usually are referringn. 谈及；提交；咨询动词refer的现在分词.]to job satisfaction. Let’s look at some findings about job satisfaction.

1.我们知道，工作满意度是员工对自己工作的总体态度。一个拥有较高水平工作满意度的人对工作持积极的态度，而对工作不满意的人则对工作持消极的态度。通常我们谈到员工的态度时指的就是工作满意度。我们来看看关于工作满意度的一些研究发现。

2.Are most people satisfied with their jobs?

2.大多数员工对他们的工作满意吗？

3.Studies of U.S. workers over the past 30 years generally indicatev. 指示；象征；显示；暗示，预示v. 表明；指明] that the majorityn. 大多数；多数；多数党；多数派] of workers were satisfied with their jobs. However, since the 1990s, the number of workers who say they’re satisfied with their jobs has been decliningadj. 下降的；衰落的动词decline的现在分词]. A Conference Board study in 1995 found that some 60 percent of Americans were satisfied with their jobs. By 2005, that percentagen. 百分率；比例；部分；好处] was down to 50 percent. Although job satisfaction tends to increase as income increases, only 55 percent of individuals个人] earning more than $50,000 are satisfied with their jobs. For individuals earning less than $15,000, about 45 percent of workers say they are satisfied with their jobs. Does the fact that those with higher incomes have slightlyadv. 些微地；稍微；瘦小地] higher levels of job satisfaction mean that money can buy happiness? Not necessarily. While ifs possible that higher pay alone translates into higher job satisfaction，an alternativeadj. 两者择一的；供选择的；非主流的n. 二者择一；供替代的选择]explanationn. 解释；说明]is that higher pay reflects different types of jobs. Higher-paying jobs generally require more advanced skills, give jobholders从业人员]greater responsibilities, are more stimulatingadj. 刺激的；令人兴奋的动词stimulate的现在分词.] and provide more challenges, and allow workers more control. Ifs more likely that the reports of higher satisfaction among higher-income levels reflect the greater challenge and freedom they have in their jobs rather than the pay itself.

3.在过去的30年里，针对美国工人进行的研究总体上表明，大多数员工对他们的工作是满意的。但是，从20世纪90年代开始，对工作满意的工人的数量开始下滑。1995年Conference Board的一项研究发现，60%的美国人对他们的工作感到满意。2005年，这一比例下降为50%。尽管随着收入的增加工作满意度也上升了，但是只有55%的收入超过50000美元的人对他们的工作感到满意。在收入少于15000美元的人中，45%的工人说他们对工作感到满意以工作满意度随收入的增加而提高这一事实，是否意味着金钱可以买到快乐呢？未必如此。尽管更高的收入本身可能转化为更髙的工作满意度，但对这一现象还有另一种解释：更高的收入反映了工作类型的不同。更高收入的工作通常需要更高的技能，在职者履行更多的工作职责，工作更具刺激性和挑战性，员工对工作有更多的控制。报告中“在较高收入的工人里有着较高的满意度”可能反映的是，这些人在工作中拥有更多挑战性和自由度，而不是收入本身的影响。

4.What about employee job satisfaction levels in other countries?

4.全球工作满意度其他国家的雇员工作满意度的水平如何？

5.Although surveysn. 问卷；测量；调查；纵览；视察 v. 调查；审视；研究；测量；勘定；环视] of European workers, like U.S. workers, indicate generally lower levels of job satisfaction, there are some regionaladj. 地区的；局部的；当地的；方言的 n. 分部]variationsn. 变更；变化；变异；变奏曲名词variation的复数形式.]. For instance, 68 percent of Scandinavian workers report that they are satisfied with their jobs, as do 61 percent of workers in France. But only 53 percent of Swiss and Italian workers, and 50 percent of German workers, report being satisfied with their jobs. On the other hand, 60 percent of Canadian workers report being satisfied with their jobs as do 61 percent of employees from the Asia-Pacific region.

5.尽管像美国工人一样，对欧洲工人的调查总体表明其工作满意度水平较低，但是这之间存在着地区差异。例如，68%的斯堪的纳维亚工人和61% 的法国工人对他们的工作感到满意。但是只有53%的瑞士和意大利工人，50% 的德国工人对他们的工作感到满意。此外，60%的加拿大工人和61%亚太地区的员工对他们的工作感到满意。

6.What effect does job satisfaction have on employee behaviorn. 行为；举止；习性；态度]—that is, on productivityn. 生产率；生产力], absenteeismn. （无故）旷课；（无故）旷工], and turnovern. 营业额；流动；成交量；翻覆；半圆卷饼 adj. 可翻转的]?

6.工作满意度对雇员行为即生产率、缺勤率和离职率有什么影响？

7.As a result of the Hawthorne Studies, managers generalized that if their employees were satisfied with their jobs, then that satisfaction would translatev. 翻译；解释；转移；调动] to working hard. So, for a good part of the twentieth century, managers believed that happy workers were productive workers. Because it’s not been that easy to determinev. 决定；决心；确定；测定] whether job satisfaction caused job productivity or vicen. 缺点；恶习；邪恶；罪行；生理缺陷adj. 副的；代理的 prep. 代替 pref. 代理的；副的 n. 老虎钳] versaadj. 反], some management researchers felt that belief was generally wrong. However, we can say with some certainty that the correlationn. 相互关系；相关；关联] between satisfaction and productivity is fairly strong. And when satisfaction and productivity information is gatheredadj.聚集的；集合的动词gather的过去式和过去分词形式] for the organization as a whole, we find that organizations with more satisfied employees tend to be more effective than organizations with fewer satisfied employees.

7.根据霍桑的研究结果，管理者得出结论：如果他们的雇员对工作感到满意，这种满意会转化为努力的工作。因此，在20世纪大部分时间里，管理者相信，快乐的工人就是高生产率的工人。因为不能轻易地断定是工作满意度导致了高生产率还是生产率带来了满意度，所以一些管理学研究者认为这种看法大体上是错误的。但是，我们能肯定地说，满意度和生产率之间有很强的关系。当我们在组织整体水平上收集满意度与生产率的数据时，会发现员工满意度较高的组织比员工满意度较低的组织更高效。

8.Although research shows that satisfied employees have lower levels of absenteeismn. （无故）旷课；（无故）旷工]than do dissatisfied employees, the correlationn. 相互关系；相关；关联] isn’t strong. While it certainly makes sense that dissatisfied employees are more likely to miss work, other factors have an impact on the relationship. For instance, organizations that provide liberal sickadj. 有病的；恶心的；腻烦的；晕的；令人毛骨悚然的 n. 病人；呕吐物 vt. 追逐；攻击；唆使] leave benefits are encouragingadj. 令人鼓舞的动词encourage的现在分词.]all their employees—including those who are highly satisfied—to take “sick” days. Assumingadj. 傲慢的；不逊的；专横的 conj. 假定；假如动词assume的现在分词.that your job has some varietyn. 多样；种类；多样化 n. 杂耍] in it，you can find work satisfying and yet still take off a “sick” day to enjoy a three-day weekend or to golf n. 高尔夫球 vi. 打高尔夫球]on a warm summer day if those days come free with no penaltiesn. 处罚；惩罚；不利；罚球].

8.虽然研宄表明，满意的员工比不满意的员工的缺勤率更低，但是，两者之间的关系不是很明显。尽管不满意的员工更可能旷工，这一点从理论上也是说得通的，但是，其他因素也影响着二者之间的关系。例如，组织对病假提供慷慨的福利待遇实际上就是在鼓励所有的员工（包括那些满意感很强的员工）去休病假。假设你有多种可供选择的利益，你会觉得工作很满意，但仍然愿意多休息几天以享受一个连续3天的周末，或者在温暖的夏季打高尔夫，因为这些休假是免费的，而且不会受到任何惩罚。

9.Research on the relationship between satisfaction and turnover is much stronger. Satisfied employees have lower levels of turnover while dissatisfied employees have higher levels of turnover. Yet, things such as labor-market conditions, expectations预期继承的遗产] about alternativeadj. 两者择一的；供选择的；非主流的n. 二者择一；供替代的选择]job opportunities, and length of employment with the organization also affect an employee’s decision to leave. Research also suggests that an important moderatorn. 调解人；仲裁人n. 减速剂] of the satisfaction-turnover relationship is the employee’s level of performance. For superior performers, the level of satisfaction is less important in predicting turnover. Why? The organization typically does everything it can to keep high performers—they get pay raises, praisevt. 赞美；称赞 n. 赞美；称赞；崇拜 vi. 赞美], recognitionn. 承认；认出；赏识], increased promotion opportunities, and so forth.

9.研宄表明，满意度与离职率之间的相关性更高。满意的雇员离职率水平较低，而不满意的雇员离职率水平较高。不过，其他因素，如劳动力市场条件、对其他工作机会的期望和在组织中任职时间的长短，都影响着员工是否离开的决策。还有研宄表明，满意度一离职率关系的一个重要的调节变量是员的绩效水平。在预测高业绩者的流动情况时，满意度并不重要。为什么？组织一般都会尽其所能挽留高绩效的员工，他们会得到高薪、更多的表扬和认同以及更多的晋升机会等等。

10.s employee satisfaction related to positive customer outcomesn. 产出，结果，成果（名词outcome的复数形式）]?

10.员工的满意度与顾客结果之间有正向关系吗？

11.For frontlinen. 前线；头等] employees who have regularadj. 有规律的；定期的；经常的；正规的；整齐的；规则的] contact with customers, the answer |s uyes.,? Satisfied employees increase customer satisfaction and loyaltyn. 忠诚；忠心；忠贞]. Why? In service organizations, customer retentionn. 保留物；保存；保持(力)；记忆力] and defection are highly dependent on how frontlinen. 前线；头等] employees deal with customers. Satisfied employees are more likely to be friendly, upbeat n. 上升；音]弱音拍adj. 乐观的], and responsiveadj. 回答的；应答的；易感应的], which customers appreciate. And because satisfied employees are less likely to leave their jobs, customers are more likely to encounter familiar faces and receive experienced service. These qualities help build customer satisfaction and loyalty. In addition, the relationship seems to work in reverse: Dissatisfied customers can increase an employee’s job dissatisfaction. Employees who have regular contact with customers report that rudeadj. 回答的；应答的；易感应的], thoughtless, or unreasonably demanding customers adverselyadv. 不利地；有害地；逆向地] affect their job satisfaction.

11.那些站在第一线、经常与顾客打交道的员工回答说“是”。满意的员工会提高顾客的满意度和忠诚度。为什么？在服务型组织中，能否留住顾客在很大程度上取决于一线员工对待他们顾客的态度。满意的员工更可能是友好的、乐观的，能对顾客的要求及时做出回应，而顾客也非常欣赏这些品质。而且，由于满意的员工离职取向更低，顾客更可能面对的是一张熟悉的面孔，并得到富有经验的服务。这些品质营造了顾客的满意度和忠诚度。相反，不满意的顾客会增加员工对工作的不满意。那些经常与顾客交往的员工报告说，粗鲁、自私、提出无理要求的顾客，也会对他们的工作满意度有负面的影响。

12.A number of companies appear to understand this connection. Service-oriented businesses such as FedEx, Southwest Airlines, American Express, and Office Depot obsessv. 着迷；困扰] about pleasing their customers. Toward that end, they also focus on building employee satisfaction—recognizing that satisfied employees will go a long way toward contributing to their goal of having happy customers. These firms seekvt. 寻求；追求；试图 vi. 寻找] to hire upbeat and friendly employees, they train employees in the importance of customer service, they reward customer service, they provide positive work climates, and they regularly trackn. 轨道；跑道；踪迹；小路；乐曲 v. 追踪；跟踪]employee satisfaction through attitude surveysn. 问卷；测量；调查；纵览；视察v. 调查；审视；研究；测量；勘定；环视].

12.—些公司明白了这之间的关系。服务取向的企业如联邦快递、西南航空、美国运通、欧迪办公（Office Depot)都努力让它们的顾客感到满意。为了达到这一结果，它们也关注员工满意度的建设，因为它们认识到，对于实现顾客快乐的目标来说，员工的满意度有着十分重要的贡献。这些公司力求雇用那些乐观而友好的员工，对员工进行培训使员工了解顾客服务的重要性，对顾客服务进行奖励，提供积极的员工工作氛围，通过态度调查定期追踪员工的满意度情况。

13.When employees are dissatisfied with their jobs, theyMl respond somehow. But it’s not easy to predictv. 预言；预报；预知；预测] exactly how they’ll respond. One person might quitv. 停止；离开；退出；辞职]. Another might respond by using work time to play computer games. And another might verballyadv. 口头地；词句地；逐字地] abuse a co-worker. If managers want to control the undesirableadj. 不受欢迎的；不良的；不合意的；讨厌的 n. 不受欢迎的人；不良分子]consequences影响效果] of job dissatisfaction, they’d be better off attacking the problem—job dissatisfaction—than trying to control the different employee responses名词response（n. 反应；回答；响应；答复）的复数形式].

13.当雇员对他们的工作感到不满意时，他们会采取某种方式作出反应。但是，要想精确地预测他们可能的反应是不容易的。有人可能辞职，有人可能利用工作时间玩电脑游戏，或者谩骂同事。如果想控制工作不满意的不良后果，管理者应当解决工作不满意这个问题，而不是试图控制雇员的不同反应.

14.Although ifs important to understand job satisfaction and its impactn. 影响；冲击力；撞击 vt. 挤入；压紧；撞击；对 ... 发生影响 vi. 冲击；撞击；产生影响] on employee behavior, there are two other job-related attitudes we need to look at: job involvement and organizational commitment.

14.虽然理解工作满意度及其对雇员行为的影响是重要的，但是还有另外两个需要我们考察的与工作有关的态度.工作参与和组织承诺。