关键词: 工作满意度, 幸福感, 享乐取向, 完善取向

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