Influencing Elements Of Employee Satisfaction In Public Organization Research English Summary

In the rapid economy developing China nowadays, management have been realized the importance of Knowledge Economy much more than before. Building a stable and efficient team becomes a significant topic in every organization. Since employee satisfaction is relevant with productivity, it has been become more and more valued. Employee satisfaction and a corporation's fortune are closely related. Thus, corporations should improve their employee satisfaction at the same time they make profit other than focus on customer satisfaction only. Human-based management and profit should be a double-target of an organization. There has been a deep renovation of the economic structure after the reform and opening-up in our country. The global economic integration makes a huge impact to our public organizations, especially to the employees'cognition and motivation. It results in a declining employee satisfaction rate, so that brings out a weakening team work and efficiency. To do a scientific employee satisfaction research could help organizations to build a rational human resource management in order to improve the competitiveness and then lead to an efficient operation.Since some public organizations have blind spots when they do employee satisfaction research, this essay will choose two organizations as research targets. First of all, there will be a measurement system of employee satisfaction came up with the conclusion of relevant bibliography and the reference of global researchers'principles. Then, we will send the questionnaires which are written according to the measurement system to the two organizations. After collecting and analyzing the data of results, it will be able to explain the circumstance of the two targets and the effect of each individual element. It points out the problems existed in the organizations'management system and addresses solutions. Hopefully it's helpful for building a domestic scientific management system and improving employee satisfaction. This essay consists of five chapters.The fist chapter introduces the relevant theory of employee satisfaction rate and the condition of global research. Then, it analyzes there are three types of global research, such as expectation difference, reference framework and combination. Moreover, it tells the used principle consists of Content-type theory and Process-type theory. Content-type theory uses the patterns of double-elements theory and Maslow Demand theory, and Process-type theory uses Expectation principle and Balance principle. After confirming the reference theories, we have a detailed analysis and conclusion of relevant rules: preliminarily describing the various elements of employee satisfaction, analyzing the importance of health care element and encouragement element, explaining the relationship between these two elements and motivation and productivity. We introduce the pattern of Maslow Demand theory and explain the importance of Demand Layer theory. After that, we diagnose Expectation principle and Balance principle and model Expectation principle for an intuitive understanding. Then we build the basis of research through analyzing comprehensive documents and to prepare for reporting statistic scale statement and gathering data. The second chapter confirms to use Minnesota Satisfaction Questionnaire (MSQ) as the reference tool and builds a measurement system according to the pattern of short-type MSQ. It differs employee satisfaction to three types as individual's work, satisfaction of pressure and satisfaction of autonomy and to total twenty-two elements, such as working intensity, working period, equipments, internal training, overtime allowance, supervisor's ability, supervisor's treatment, communication with supervisor, communication with colleague, team work, organization internal relationship, sense of accomplishment, challenging, salary, assessment standard of salary, promotion, personal development, corporation value, performance evaluation, management value, etc. Then, it demonstrates the process and method of the measurement, and makes sure to gather data by providing questionnaires. There will be four steps: 1.research bibliography 2.face to face communication with employee 3.compile questionnaire 4.sending and retrieve evolution.The third chapter analyzes the results of gathering and measures employee satisfaction data. It confirms that the survey targets are two public organizations'employees in Jilin province. According to the investigation of actual circumstance in the organizations and global researchers'theories, we compile the questionnaire. Then, we send the writing-form questionnaires to the two organizations. The issued questionnaires are total 200pcs, the effective ones are 167pcs, the effective rate is 84%, and it basically reaches the standard of survey analyst. Then, we found that the reliability scales of AB two organizations'statements are all above 0.7 through the measurement of the questionnaires by gathering the data. It means the scales are overall excellent because they are over the minimum value of 0.5. There are seven elements being analyzed: sex, age, income, education background, level in organization, marriage, and seniority, by using SSPS 13.0 statistical software to deviation analyze the gathered data. Demonstrating the overall employee satisfaction brings out the lowest rated 10 elements.The fourth chapter works out the results of survey and gives advices. The results are: 1.The analysis of individual's working effects shows marriage and level in organizations don't affect too much to employee satisfaction. Effects of other elements are noticeably different. 2. Among the three layers of employee satisfaction, there are two levels of'job itself'and'autonomy'showing relatively less effects. It points out the organizations'variable elements have more influence than invariable elements. 3. Employees'subjective conscious should be more valued by organizations since the survey shows it's an important elements to employee satisfaction. 4. According to our diagnosis, the internal trainings in organizations are mostly too formal, it should be noticeable. 5. Staffs'aging and extremely young both should be balanced by adjusting organization charts. 6. Performance assessment requires publicity and transparent to make employees more convinced. The advices we give according to the conclusion are: 1. broaching encouraging system to satisfy employees'needs and exploit employees'potential ability to increase productivity 2.building equally competitive working environment to appease employees 3.establishing corporation culture to unify employees'and corporations'values.The fifth chapter explains the insufficiency of the survey and forecasts the direction of the future research. Because of the influence of objective factors, such as time, local economy environment and industry, there are still defects existed in this survey. It points out that the target and scope should be generalized, and there should be a dialectics thought to solve problems.