Abstract:

job satisfaction refers to the pleasurable or positive emotional state resulting from an appraisal of one’s job or job experiences. In the past studies, the measure of job satisfaction had been used to reflect the degree of employees’ well-being at work. There are two basic approaches to well-being, namely hedonic and eudaimonic approaches, with the former focusing on the outcome of happiness and the latter focusing on outcomes as on the process of self-realization itself (i.e., the realization of valued human potentials). Although there had been long term debate between these two approaches, researchers had proved that "happiness" and "meaning of the life" are two factors of well-being. These results showed that hedonic and eudaimonic approaches should be two factors of subjective well-being. Although employees' well-being at work has traditionally been operationalized using measures of job satisfaction, previous studies of job satisfaction usually did not make them distinguishing. Some suggested that, it is the tendency of regard job satisfaction as the happiness at work that account for its low correlation to job performance, cause high degree of happiness at work doesn't necessarily lead to effective work. In this study, we hypothesized that job satisfaction should be distinguished into hedonic job satisfaction and eudaimonic job satisfaction. To test this hypothesis, a series of poly-element researching methods and statistical techniques including interview, questionnaire investigation, factor analysis, structural equation model had been employed in the study. 485 MBA students and 864 employees had been investigated. Exploratory factor analysis (EFA) and Second order factor analysis were employed, and the results showed that there was an eight factor structure, which attributed to two major dimensions: hedonic job satisfaction (including hedonic job result, hedonic job itself, hedonic relationships, and hedonic organizational climate) and eudaimonic job satisfaction (including eudaimonic job satisfaction, eudaimonic job result, eudaimonic job itself, eudaimonic relationships, and eudaimonic organizational climate). Confirmatory factor analysis (CFA) sustained the factor structure and indicated a satisfactory goodness-of -fit. Result suggested that the bi-approach job satisfaction inventory is a reliable and valid measure.

Key words: job satisfaction, well-being, hedonic approach, eudaimonic approach

摘要：

工作满意度一般被作为衡量员工工作中的幸福感的指标。幸福感的研究存在两种基本取向：享乐取向和完善取向。为验证两种取向的工作满意度结构，对485名MBA学生和864名企业员工进行了调查，探索性因素分析和进一步二阶探索性因素分析表明，工作满意度量表包含8个因素，这8个因素归于两个维度：享乐取向的满意度（包括享乐的工作结果、享乐的工作本身、享乐的人际关系、享乐的组织氛围）和完善取向的满意度（包括完善的工作结果、完善的工作本身、完善的人际关系、完善的组织氛围）。验证性因素分析支持两种取向工作满意度的结构模型。

关键词: 工作满意度, 幸福感, 享乐取向, 完善取向