[雙語(yǔ)翻譯]工作滿意度外文翻譯--實(shí)習(xí)階段的工作滿意度和工作績(jī)效（英文）

1、 Job Satisfaction and Job Performance at the Internship Level Miles Smayling Minnesota State University, Mankato Howard Miller Minnesota State University, Mankato Industrial psychologists and management theorists have

2、been examining the linkage between job satisfaction and job performance for at least fifty years. The results have been, at best, tenuous. The effects of age, gender, personality and environment have been considered wi

3、thout yielding concrete resolution. Since an internship or similar work integrated learning experience might well be a career starting point, a study was conducted to determine what, if any, relationship exists between

4、 satisfaction and performance at this stage. Assessment of job performance for student interns is an accepted practice for work integrated learning operations. This paper examines the results of 359 internships over a

5、period of years. Consideration was given to the gender of the intern and their supervisor and the key factors that interns and their supervisors tended to focus on in their evaluations. Gender did not seem to play a ro

6、le in the students’ view of the value of various work characteristics. The effect of moderating variables were considered when examining the satisfaction-performance relationship. Although the use of such moderators d

7、id alter the results, their effect was fairly small and did not have a meaningful impact on the conclusions drawn. A clear finding emerged suggesting that job satisfaction is more highly related to job performance in s

8、ituations where the intern and their supervisor are of the same gender. INTRODUCTION A recent Conference Board report (Barrington and Franco, 2010) stated that job satisfaction had reached its lowest point ever reporte

9、d. The idea that so many were workers discontent would be troubling enough, but, the further concern that such sentiment might affect productivity, during an economic slowdown, is worthy of consideration. The belief th

10、at job satisfaction is tied to job performance has been advanced and examined for at least, the last seventy years. William Shakespeare wrote “To business that we love, we eagerly arise, and go to with delight.“ Althou

11、gh the linkage between these two factors is an intuitively appealing proposition, the research evidence is, at times, less persuasive. This paper utilizes a sample of job interns and examines whether performance and sa

12、tisfaction are related at the earliest stage of one’s professional career. The origins of a belief in a job satisfaction-job performance connection are often traced to the Hawthorne Effect and the early Human Relatio

13、ns model (Roethlisberger and Dickson, 1939; Mayo, 1945). At the outset, causal relationship was posited between satisfaction and performance. In their oft cited paper, Brayfield and Crockett (1955) found that this rela

14、tionship was minimal or non-existent (p.405) when they reviewed the published research. Since that time, numerous attempts were made to Journal of Leadership, Accountability and Ethics vol. 9(1) 2012 27performance r

15、elationships over more than 300 empirical studies. They note that stronger correlations of the two result when attitudinal measures of satisfaction are used, which involve judgment and evaluation, over more purely affe

16、ctive measures of satisfaction, which involve more temporary emotional surges, whether positive or negative. Net, though, they concluded that none of the 7 simple depictions of the satisfaction-performance relationship

17、s was clearly favored in the results, whether studied alone or considered with covariates and moderators. They also note, however, that research errors clouded the simple empirical relationship of satisfaction and perf

18、ormance, whatever causal link may exist, such that research conclusions have understated the probable true relationship between these two important work place variables. Finally, they conclude that the evidence strongl

19、y suggests that moderator variables or covariates of some kind do account for significant variation in how strongly satisfaction and performance correlate. This research was undertaken to build on the extensive review

20、 and evidence provided by Judge and his colleagues (Judge, et al, 2001). Specifically, we were interested to examine satisfaction and performance relationships among new entrants to professional management, as they tes

21、t their new professional life through internship experiences. We expected that a number of variables would affect both how satisfied new professionals would be, and how well they performed. These covariates included f

22、actors like gender-match with the supervisor, degree to which the internship relates to their planned field of practice, as well as the degree to which the internship provided opportunity to use newly acquired professi

23、onal skills. OVERVIEW This paper utilizes data drawn from 359 internships performed by management majors at a midwestern state university over a number of years. The sample included 181 female interns and 178 males.

24、Students needed to have completed 90 semester credits before accepting an internship. At the conclusion of their internship, they were required to complete a survey detailing their satisfaction with the experience. The

25、 survey questions focused on the perceived adequacy of one’s supervision, the appropriateness of job assignment, usage of problem solving skills, how related the job was to one’s field of study, if one could experience

26、 a sense of responsibility and if the internship aided the transition to a “career job” environment. In addition, students were asked to rate their overall satisfaction with the internship. Employers also provided eval

27、uations. They rated students on their ability to learn, judgment, dependability and the quality of their work. Lastly, the supervisor’s were asked to provide a global rating on job performance. RESULTS Table 1 shows th

28、e results of an OLS regression of the student’s ratings of certain moderators on overall satisfaction. Utilizing the estimated value for satisfaction allows one to explicitly adjust the satisfaction ratings for perceiv

29、ed level of those factors. Although these factors seem to have measurable effects on satisfaction, the consideration of supervisor and intern gender leads to more complex findings. The importance of having an adequate

30、supervision was revealed in all internship situations. Males seemed more commonly to value the degree to which their internship related to their field of study. Females appeared more satisfied with placements where the

31、y were able to experience responsibility in their work. Table 2 exhibits the impact of a number of dimensions on the overall performance rating given supervisors to their interns. An intern’s judgment and attitude w

32、ere strong determinants of a supervisor evaluation, irrespective of gender concerns. An intern’s relations with others at work only appeared to matter when the supervisor and intern were of the same gender. Female supe