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本研究主要考察图书馆员职业承诺与工作稳定性之间的相关性.六所高校图书馆员问卷调查显示:图书馆员的职业承诺与离单位意愿和离职意愿呈显著负相关,规范承诺与离单位意愿呈显著负相关,与离职意愿无关;继续承诺与离职呈显著负相关,与离单位意愿无关;情感承诺与离单位和离职意愿均呈显著负相关.工作满意度与是否愿意继续留职工作呈负相关. 相似文献
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对福建六所高校图书馆员的问卷调查结果显示:图书馆员的职业承诺与离职意愿和离单位意愿呈显著负相关.规范承诺与离单位意愿呈显著负相关,与离职意愿无关;继续承诺与离职呈显著负相关,与离单位意愿无关;情感承诺与离单位和离职意愿均呈显著负相关.工作满意度与是否愿意继续留职工作呈负相关. 相似文献
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高校图书馆员职业承诺与工作稳定性的相关性研究 总被引：1，自引：0，他引：1
张芳 《图书馆工作与研究》2010,(2)
福建省6所高校图书馆员问卷调查结果显示:图书馆员的职业承诺与调离单位意愿和离职意愿呈显著负相关;规范承诺与调离单位意愿呈显著负相关,与离职意愿无关;继续承诺与离职呈显著负相关,与调离单位意愿无关;情感承诺与调离单位和离职意愿均呈显著负相关;工作满意度与是否愿意继续留职呈负相关. 相似文献
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本文系统分析了萧山区基层馆员收入水平和与收入相关的主观感受对其主观幸福感、工作满意度和组织承诺的影响.结果显示,客观收入和主观收入对主观幸福感、工作满意度和组织承诺及其分指标具有不同水平的显著影响,总体来说,收入水平越高,主观幸福感、工作满意度和组织承诺越好. 相似文献
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提出在组织中,影响竞争情报人员行为的价值观主要表现在工作价值观上,并阐述竞争情报人员工作价值观的四个维度：自我实现取向、社会价值取向、组织安全取向和安定休闲取向;从组织承诺、组织文化、工作满意度和工作绩效四个方面来研究组织行为对竞争情报人员工作价值观的影响。 相似文献
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教学秘书是连接学校教务处与各二级学院（教学部）工作的桥梁和纽带,做好教学秘书工作与保障高校的教学质量和水平息息相关。通过问卷调查的形式,对教学秘书工作满意度与心理健康现状进行了考察,结果表明,高校教学秘书心理健康水平总体正常,但需要关注躯体化等个别指标;高校教学秘书工作满意度总体正常,但工作压力感过大;高校教学秘书心理健康水平与工作满意度呈负相关,但尚未达到显著性水平。在此基础上,提出提高高校教学秘书心理健康水平和工作满意度的对策措施。 相似文献
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[目的/意义]探讨工作资源对高校图书馆员敬业度的影响与机制，以期为高校图书馆实施人力资源管理和提升图书馆员的敬业度提供参考。[方法/过程]选取湖南各高校图书馆的358名馆员为研究对象，考察工作资源对高校图书馆员敬业度的预测作用以及心理资本与组织承诺在两者之间的中介作用。[结果/结论]描述性统计与差异分析、相关分析和逐步回归分析的结果表明，不同性别的高校图书馆员在组织承诺量表得分上存在显著性差异，男性馆员组织承诺得分显著高于女性，不同性别馆员在其余得分上均不存在显著性差异。不同婚姻、年龄、学历、职位、职称者在各量表得分上均不存在显著性差异。高校图书馆员工作资源、心理资本、组织承诺与敬业度的两两相关都达到统计显著性水平。工作资源对高校图书馆员的敬业度具有正向预测作用，心理资本和组织承诺能够在工作资源对高校图书馆员敬业度的影响中起部分中介作用。丰富高校图书馆员工作资源，增进其组织支持感，增强其心理资本和组织承诺，是促进高校图书馆员敬业度提升的有效路径。 相似文献
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Miriam L. Matteson Yue Ming David E. Silva 《Library & information science research》2021,43(2):101093
Library employees hold perceptions about the fairness of the outcomes, processes, and interpersonal treatment in their workplaces. When employees feel the workplace is fair they are more likely to feel commitment to the organization, perform in-role and extra-role tasks, and experience job satisfaction. When employees perceive injustice in the workplace, research points to negative outcomes such as withholding work or even sabotage. To understand the antecedents of organizational justice, researchers carried out a national survey of librarians to compare the predictive power of perceived organizational support, job autonomy, job feedback, and job stress. Results indicate that increasing librarians' perceptions of organizational support and their autonomy, and providing meaningful and timely job feedback can increase overall perceptions of justice. Managers can enhance a climate of justice in their workplaces by developing strategies that target organization support, autonomy, and feedback to reduce a sense of injustice between and among employees. 相似文献
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The data used in this article is based on the reviewing of relevant literature to provide an overview of the concepts of organizational commitment, job security, and interpersonal relations, as well as on the results of the original online survey, conducted by the article's authors, held in 2012 in Estonian university libraries governed by public law. On the basis of the current study it can be said that Estonian university librarians’ are generally committed and loyal to their library, but significant influencers of that are general job satisfaction, job security feeling, good relationship with the closest colleagues, and support and recognition from direct supervisor. However, the sign of a danger is that 42% of the respondents are ready to change their job, if a more suitable opportunity is available. The results also show that the length of employment in a particular library is positively correlated with job commitment. The biggest challenge for managements of the university libraries in Estonia is to keep young professionals not only committed to their current libraries, but also committed to their chosen occupation. Management should also pay more attention to improve communication between direct managers and employees, and to improve the job security feeling among librarians. 相似文献
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This research explores the relationship between employees’ disposition and several important job attitudes. Dispositional affect is a personality trait that describes people's emotional responses to situations. This study explored how affective disposition influences the job attitudes of work engagement, organizational commitment, and job satisfaction. Data were collected from a sample of librarians, and the results show that affective disposition strongly predicted the three job attitudes in the expected directions. The findings contribute to knowledge of the role of personality in the workplace and provide guidance for library managers on how best to facilitate positive job attitudes. 相似文献
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Veronica Lynn Gibbs Lawrence B. Rosenfeld Manoochehr Javidi 《Communication Research Reports》2013,30(2):209-220
This study assessed the relationships among self‐reported oral communication apprehension (CA), job satisfaction, and organizational citizenship behaviors (OCB) for employees of a bank located in the southeastern U.S. Results indicated positive relationships between several of the job satisfaction and OCB variables, and several negative relationships between oral CA and OCB variables, and oral CA and job satisfaction variables. Also, individuals with high oral CA, in comparison to those with low oral CA, were found to score significantly lower on dimensions of organizational citizenship behavior and job satisfaction. Implications of these findings for the organization are discussed, as are reactions to the research findings by bank personnel. 相似文献
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《The Journal of Academic Librarianship》2023,49(4):102741
Increasingly, organizations are facing turbulent and competitive times. Hence, the need for universities to capitalize on the robustness and diversity of their employees to maximize their success by attracting and developing an engaged, healthy, and high-performing workforce through the provision of stimulating work environments that will promote work-family balance, work motivation, job satisfaction and overall job commitment. This study was designed to investigate the effects of work motivation, job satisfaction, and work-family balance on job commitment as well as work motivation and work-family balance as they affect job satisfaction of library personnel in universities in North-central Nigeria. The total enumeration technique was used to cover all the 926 library personnel in the universities in North-central Nigeria. The validated questionnaire was used to collect data on 926 library personnel out of which 842 responded. The response rate achieved was 91 %. The study found that work-family balance, work motivation and job satisfaction had significant effect on the job commitment of the respondents. Job satisfaction has the most significant effect (41 %) on job commitment. It is therefore, recommended that university administrators, library managers and most especially policy makers in the education sector should give adequate attention to work-family balance, work motivation, and job satisfaction when planning to improve job commitment of their employees. In addition, they should consider work motivation and work-family balance to improve job satisfaction of the library employees. 相似文献
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Melissa N. Mallon 《The Journal of Academic Librarianship》2014,40(6):597-603
This study was conducted in order to determine how supervisor support relates to a new librarian's job satisfaction and organizational commitment. Factors examined include whether librarians in positions of power are reluctant to foster growth in beginning librarians and, if so, whether this reluctance is due to feelings of insecurity or fear of being outshone. This paper also examines the effect a supervisor's reluctance to offer advice and mentoring on the psychological state of new librarians. Suggestions for future research are discussed. 相似文献