A Study Of Job Satisfaction

It is of great necessity for each enterprise to focus on the efficient ways as to drawing, using and spiriting up people of talent. As one base to fulfill this goal, a research on job satisfaction and its analysis was carried out.In the first section, the paper launched an inevitable discussion about the definite concept, the theoretical foundations, and the current research trend of job satisfaction by referring to other domestic and international materials. It pointed out three categories for the job satisfaction theory, which are respectively concerned with content, progress and context, according to the emphasis one certain theory lays on. Also, it demonstrated the main influential factors in job satisfaction, such as social context, individual characters, and job itself. While on the other hand, job dissatisfaction worked on the performance and conduct of its employees. Moreover, all methods and tools used for the measurement of job satisfaction were introduced at length in the paper.The second part concentrates on the positivistic study of job satisfaction. With a field survey of AAS, a car rental service business in the Suzhou, those theories and methods of job satisfaction were put into practice. A system of measurement aiming at AAS staff was designed from aspects of job itself, rewards, support, peer group, corporation management and operation. Apart from the above mentioned, some variables, such as staff gender, age, education background and position were also taken into account in the analysis of job satisfaction.Finally, a conclusion of AAS's operational advantages, current problems, as well as the present job satisfaction was generalized attributed to the research and analysis from various angles. Thus, three pieces of suggestions were put forward to improve the management of peer relationship. Firstly, an effective mechanism should be established for employee encouragement and performance appraisal. Secondly, the construction of enterprise culture should be strengthened with the staff as its first priority. Thirdly, AAS should positively participate in its staff's career planning and try to facilitate their needs of self-fulfillment to a maximum extent.