The Preparation And Related Application Of The Work Sense Of Gain Questionnaire For Employees

The work sense of gain refers to a state of psychological satisfaction generated when an individual pays in the work,gets reasonable and expected returns at the material and spiritual levels,and looks forward to the future development.In recent years,there have been a lot of researches on the sense of gain,but there is a lack of in-depth empirical research.The work sense of gain is an extension of the sense of gain in the field of work.This paper takes enterprise employees as the research object,discusses the connotation and structure of the work sense of gain,and prepares a questionnaire on the work sense of gain.First of all,on the basis of the analysis of relevant literature,grasp the current research situation of the sense of gain.By sorting out relevant literature,semi-structured interviews were conducted with 30 company employees,and the interview results were sorted and summarized to form a prediction questionnaire.Secondly,a sample of 237 employees was tested using a predictive questionnaire,and project analysis and exploratory factor analysis were performed on the collected valid data.Questions that did not meet the criteria were deleted,and a questionnaire of 16 questions was initially formed.Then 524 questionnaires were issued,and a formal questionnaire was formed by validating factor analysis,reliability,and differential validity analysis of valid data.It also analyzes the characteristics and status quo of employee work sense of gain in Chinese enterprises,and discusses the effectiveness of the work sense of gain questionnaire.The results of this study are as follows:(1)The questionnaire of work sense of gain in Chinese enterprises contains four dimensions and16 topics,which are: personal future development(3 topics),work itself(5 topics),salary and benefits(4topics),and interpersonal relationships(4 topic).(2)The internal consistency coefficient of the questionnaire is 0.893,and the reliability,convergence validity and discriminant validity all meet the standards of psychometrics.(3)Measure the status quo of work sense of gains of employees in China's enterprises and examine the differences in demographic variables.This study finds that the overall gain of employees is not ideal.there are differences in age,education,working years and position,but there are no differences in gender and marital status.(4)Work sense of gain and Felt Obligation are significantly related.The three dimensions of work sense of gain have significant predictive effects on Felt Obligation,Felt Obligation can have an impact on job performance and has a good predictive effect on both dimensions of job performance,Transactional leadership plays a moderating role between Work sense of gain and Felt Obligation;Felt Obligation plays a part of mediating role between Work sense of gain and job performance;Work sense of gain,job performance,Felt Obligation and Transactional leadership can construct a mediated moderating model.This study enriches the study of the sense of gain by compiling the questionnaire of the employees' sense of gain at work,and extends the study to the field of work,further enriching the theoretical connotation of the sense of gain.It is of great practical significance to carry out a study on "the sense of gain at work of the employees in enterprises",which is a contemporary issue.