Factors Affecting Career Satisfaction Of The Prosecutors’ And Constructive Suggestion

In modem society, people spend most of their time living in the social organization, so the core value of Modem Human Resource Management Theory is“People Oriented”. In order to carry out the theory of“people oriented”, the human resource management should not only practically focus lots of attention on the all-around development of employees (members of organization), but also make every effort to guide employees to develop for the satisfaction of employees’career development. To combine the external development goals with internal satisfaction inthe employees’career development management will exactly help to carry out harmonious development theory in the human resource management. Therefore, the study of employees’career development satisfaction is an very important topic, which is not only an indispensable part of modem human resource management, but also a key referring variable.On professional satisfaction which is theoretically widening and practically guiding, I chose prosecuting office as my research target, trying to investigate the staff pro satisfaction in such kind of organizations and the effecting element for pro satisfaction especially personnel policies.The main content of this research is as follows:Firstly, I did a flash back on pro satisfaction both domestic and abroad, trying to theoretically prepare for practical investigation and validation; secondly, I ran a questionnaire survey about pro satisfaction, career development direction and personnel policies in Xuhui prosecuting organ. At last, I got some irradiative disciplinarian after an analysis on the data and by combing the features of prosecuting organ; I raise some issues that organizations should pay attention to when developing the staff career as well as some referential and operable advice based on the analysis.Research discovery: firstly, prosecuting officers are mostly satisfied with career development and there is no difference on satisfaction between male and female. Secondly, officer career development satisfaction includes two perspectives,“satisfaction on past works”and“satisfaction on potential development”. The former stands for officer feelings when he compares past career achievement with other people, while the latter stands for officer feelings when he compares past career achievement with self potential. Among the officers who have been questionnaire surveyed, average point of“satisfaction on past works”is lower than“satisfaction on potential development”, which means transverse comparison a little bit worse for prosecuting officers..Age, position and rank appear to be relative to career development satisfaction, while education, major and experience in public dept has no effect on it especially when orientation has little effect on career development satisfaction, which disobeys regular consciousness. Further research will be run on this topic.Besides, personnel policy in prosecuting organ can be concluded in to three elements:“career development opportunity”,“career development support”and“career treatment and insurance”.“Career development opportunity”is opportunities for prosecuting officers to rise up and it is antecedent of career development for prosecuting officers.“Career development support”is ancillary support by organization for officer career development, for example, pro training.“Career treatment and insurance”is basic support for career development, which stands for financial support before developing officers’career. Personnel policy in prosecution area is doing a better job in career development support than in career development opportunity.At last, by analyzing the relation between personnel policy element and career satisfaction, I found personnel element just effects“satisfaction on past works”, that is to say, personnel element has no effect on“satisfaction on potential development”. The special temperament of prosecution explains the difference from traditional labor work. Working potential is much like being realized by knowledge, which makes it rely on regulation much less. I also found personnel policy has no obvious relation with“promotion times”(including promotions in recent 2 years), which stands for personnel policy, as a systematic element, will not make obvious difference in different officer’s career development, which reflects the fairness of prosecution organization personnel policy. However, personnel policy affects the officers’salary. In conclusion, the feature of existing personnel policy is fairness guarantee but equivalent salary.Prosecuting work is burdensome now and the quality of prosecuting group needs to make further improvement while the lack of human resource has become a big obstacle on the way of leveling up prosecuting capability and improving prosecuting. Prosecution Service in XuHui district is creative and upholds the spirit of advancing with time. In recent years, Prosecution Service in XuHui district has been doing a series of adjustment and innovation in employment, evaluation, supervising according to the prosecution requirement and prosecuting officers’practical need. Based on the theoretic analysis and practical results above, this research is on improving the career satisfaction by input advanced career management in prosecuting office. My research raises advice on how to improve human resource management and prosecuting group so that prosecution work could be motivated continuously.