ISSN 0439-755X
CN 11-1911/B
主办:中国心理学会
   中国科学院心理研究所
出版:科学出版社

心理学报 ›› 2007, Vol. 39 ›› Issue (01): 146-154.

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工作满意度、情感承诺和工作投入对工作技能评价结果的影响

李文东;时勘;何丹;庄锦英;梁建春;徐建平   

  1. 中国科学院心理研究所, 北京 100101
  • 收稿日期:2006-02-15 修回日期:1900-01-01 出版日期:2007-01-30 发布日期:2007-01-30
  • 通讯作者: 时勘

The Effects of Job Satisfaction, Affective Commitment and Job Involvement on Job Skill Ratings

Li-Wendong,Shi-Kan,He-Dan,Zhuang-Jinying,   

  1. Institute of Psychology, Chinese Academy of Sciences, Beijing 100101
  • Received:2006-02-15 Revised:1900-01-01 Online:2007-01-30 Published:2007-01-30
  • Contact: Shi Kan

摘要: 通过对从事人力资源管理工作的公务员、软件工程师、网络编辑和报纸广告销售人员四个职业的272名任职者调查数据的层次回归分析,文章发现控制了职业和人口统计学变量的影响之后,工作满意度、情感承诺和工作投入三个工作态度变量对工作技能的重要性和水平评价有显著影响。进一步对比发现,工作满意度对于技能的重要性和水平评价的影响效应较大。该研究对多个职业的分析结果拓展了人们对工作分析结果影响因素的认识,并对未来工作分析研究和实践有重要的启示作用

关键词: 工作分析, O*NET, 工作满意度, 情感承诺, 工作投入

Abstract: Introduction: A growing body of literature has been focusing on sources of variance in job analysis ratings and there are mainly two theories to explain differences in job analysis ratings under the same job title, treating these differences as substantial differences and perceptual differences respectively. The objective of this study was to explore the effects of job attitudes, job satisfaction, affective commitment and job involvement, on job skill ratings using data from incumbents of four jobs after partialing out variance due to other variables, and to figure out which of the three job attitudes would have the strongest influence on skill ratings.
Method: Two skill scales, both importance and level, from Occupational Information Network (O*NET) were administered to 272 job incumbents of four jobs, human resource managers in public sectors (50), computer software designers (54), web editors (100) and newspaper salesmen (68). Hierarchical regression analyses were adopted to test hypotheses.
Results: The results indicated that, after controlling for effects of jobs and individual demographic variables, job satisfaction, affective commitment and job involvement had significant effects on skill ratings, both importance and level ones. Specifically, job satisfaction significantly affected importance and level ratings of organizational skills and cognitive skills, as well as level ratings of technical skills. Affective commitment had significant positive effects on both importance and level ratings of cognitive skills. Besides, the effects of job involvement were positively significant on both importance and level ratings of organizational and cognitive skills. It was also found that among the three affective variables of interest, job satisfaction had the strongest impact on both skill importance and level ratings.
Conclusions: This study extended studies on sources of variance in job analysis by exploring effects of job attitudes on job skill importance and level ratings with other variables controlled for on data across a variety of jobs, including management, research and development, and sales. Coupled with findings in previous studies, the findings of this study also suggested that job attitudes influence job analysis ratings on many scales, including importance, level scales. Finally, among the three job attitude variables studied, this study suggested that job satisfaction had the relatively strongest affects on skill ratings. HR professional need collect job information from job incumbents with both high and low level job attitudes when conducting job analysis

Key words: Job Analysis, O*NET, Job Satisfaction, Affective Commitment, Job Involvement

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