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1.
A survey of journalists in the United States (N?=?1181) finds that job satisfaction during the era of digital disruption varies across job titles. Previous studies have examined job satisfaction of these job titles individually, but this study compares job satisfaction among four primary occupations in the newspaper newsroom. Desk workers demonstrate lower levels of job satisfaction than non-desk workers, while sports journalists report higher levels of job satisfaction than non-sports workers. Furthermore, online responsibilities appear to be negatively received by desk workers, yet positively received by sports journalists. Open-ended explanations and the quantitative survey results discuss the implications of the demands, adaptation skills, and autonomy of newspaper workers on job satisfaction. 相似文献
2.
基于馆员工作满意度的离职倾向实证研究* ——以高校图书馆青年馆员为例 总被引：3，自引：0，他引：3
将工作满意度与离职倾向相结合,采用人口统计学分析的实证研究的方法,将离职倾向作为人才流失的前因、工作满意度作为离职倾向的归因进行探讨,进而提出“培养职业兴趣,提高职业信念,把握专业发展规律,促进持续进步,构建‘和谐共享’的组织文化和‘公平竞争’的人际环境”等一系列提高青年馆员工作满意度和稳定图书馆队伍的针对性措施。 相似文献
3.
《Library & information science research》2004,26(3):373-383
This study, which investigated job satisfaction among academic librarians in Greece, used the Employee Satisfaction Inventory (ESI). The instrument assessed six dimensions of job satisfaction: “working conditions,” “pay,” “promotion,” “job itself,” “supervision,” and “organization as a whole.” Greek academic librarians were most satisfied with “job itself,” “supervision,” and “working conditions” and less satisfied with “pay” and “promotion.” Prior working experience contributed negatively to the prediction of satisfaction with “working conditions,” “supervision,” and “organization as a whole,” whereas participation in decision-making positively influenced “job itself” and “organization as a whole.” These findings are in accordance with prior studies and can be particularly useful for providing a comparative and comprehensive understanding of job satisfaction in the library profession. 相似文献
4.
This article reports the results of a survey that analyzed the job satisfaction of 361 library access services practitioners. Library access services staff were surveyed and asked to rate job satisfaction based on Maslow's Hierarchy of Needs and Herzberg's Two-Factor Theory. Results show that access services staff have opportunities for satisfaction based on higher-level needs. Personal fulfillment, job opportunities, and relationships with coworkers rated as the top three most important factors. There are also contributing factors that affect job satisfaction based on lower-level needs, such as salary. Age, education level, and administrative responsibilities also play a role in job satisfaction of access services staff. The survey results demonstrated that most employees are satisfied, while improvements are needed in certain areas to provide employees with a more fulfilling work environment. 相似文献
5.
《The Journal of Academic Librarianship》2021,47(6):102460
This paper demonstrates how university students experienced and perceived inclusion in a public research university library context during COVID-19. Both quantitative (n = 3379) and qualitative data (n = 575) from the 2021 student survey were examined to explore students' library experiences and their perceptions of inclusion. The quantitative data revealed that students using both the physical and online library had the greatest sense of belonging, whereas students who never used any library resources had the least sense of belonging. The qualitative data further revealed that when students used the in-person library space they felt a sense of belonging, as well as feeling accepted and valued; on the other hand, it was hard for them to judge inclusion when they had not been in the library due to COVID-19. This finding suggests how academic libraries need to prepare for the hybrid environment (in-person and online) so that students using online resources and services feel connected to the library. 相似文献
6.
Huei-Ling Liu 《亚洲交流杂志》2018,28(2):153-169
This study examines the relationships among workload, news autonomy, burnout, job satisfaction, and turnover intention among Taiwanese reporters. Results of a survey of 1,099 reporters indicate that workload and news autonomy were significantly associated with burnout. In addition, burnout was found to be negatively related to job satisfaction, which in turn had a significant effect on turnover intention. The results not only highlight the important role of workload and news autonomy in predicting burnout, but also extend previous research on journalist burnout by showing that job satisfaction acts as a mediator in the relationship between burnout and turnover intention. 相似文献
7.
《Journalism Practice》2013,7(6):855-870
Self-determination theory says intrinsic and extrinsic motivations influence our goal-oriented behavior and determine satisfaction. For TV news workers, those motivations include deadlines, breaking news, multiple-screen obligations, competition, and the desire to produce quality journalism each day. In this study of nearly 900 broadcasters, those with work autonomy and organizational support have a great deal of job satisfaction and say they are producing a high quality of journalism. Of the sample, 19 percent (N = 155) who said they intend to leave TV news within five years had significantly lower levels of job satisfaction, organizational support, autonomy, and perceptions of work quality. The primary reasons for leaving the industry include salary, family issues, and concerns about the quality journalism they are producing. 相似文献
8.
高校图书馆员职业生涯管理现状实证研究 总被引：3，自引：0，他引：3
职业生涯管理是高校人力资源管理的新课题。虽然目前高校图书馆存在着一些有利于馆员职业开发的因素,如馆员年龄的年轻化、知识结构的合理化、学历层次大幅提高等,但由于领导不重视、进修渠道不畅、发展空间比较狭窄等因素,馆员工作满意度低,缺乏职业归属感和成就感。高校图书馆应针对目前馆员职业生涯管理存在的问题,有针对性地采取相应的对策,以实现馆员与图书馆事业的共赢。 相似文献
9.
基于SEM的高校图书馆员工作满意度研究 总被引：3，自引：0，他引：3
10.
Robert P. Holley 《图书馆管理杂志》2019,59(5):556-564
With the reduced number of free-standing library schools, one common model places IT students and LIS students within the same unit. Doing so raises questions about how to teach management. IT students will most likely work in revenue generating organizations while most libraries have assured continuing funding. IT organizations normally provide less job security but also offer greater economic opportunities. Librarians have less risk of being fired, but salary gains are more limited. IT students seeking a master’s degree usually need technical competencies for admission while LIS students get admitted from all disciplines without any prior courses in library science. LIS students with a liberal arts degree are better prepared for the complexities of management. Most MLIS librarians will have management responsibilities. IT students may not. Finally, IT is disproportionately male while LIS is a female profession. The column concludes with some ways to provide adequate management education to both groups. 相似文献
11.
论文总结了全媒体时代图书馆用户的主体性、主动性和娱乐性特点,发掘了感验营销对图书馆推广的意义,并从感官满意策略、情感满意策略、娱乐满意策略、行动满意策略和文化满意策略等方面对感验营销在图书馆推广中的实践应用进行了分析、归纳。 相似文献
12.
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
13.
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
14.
《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
15.
Robert P. Holley 《图书馆管理杂志》2020,60(5):550-558
AbstractThe lack of opportunities for promotion within libraries may be an important reason for job dissatisfaction and lowered morale. This column examines reasons why librarians wish to be promoted, the two paths for promotion, a short history of promotion since 1945, how promotions occur, why promotion is a challenge for management, and some suggestions to alleviate the problem. The corporate promotion model requires moving into a position with increased responsibilities and is often the only model in public libraries. The academic promotion model also offers the possibility of promotion for increased performance of the same duties, usually according to more formal rules. A blocked path for promotion can lead to leaving the library for opportunities elsewhere or create morale problems. Library managers can take some steps to increase promotion opportunities and sustain morale. The concluding section briefly argues the opposing viewpoint that the current state of promotion may benefit the profession as a whole if not some individual librarians. 相似文献
16.
Many occupations, including librarianship, require emotional labor, which can be defined as the awareness of the emotional expressions required of a job, and the strategies used to express those emotions. To date, little research has examined emotional labor in library work, even though strong evidence exists to suggest emotional labor is a key component of many library jobs. Research on emotional labor shows that there can be positive and negative effects on individuals such as job satisfaction and job burnout. Research also shows that the negative outcomes from emotional labor may be buffered to some extent by factors such as support from the organization, or job autonomy. Individual differences such as personality traits and attitudes toward customers also impact the effects of emotional labor on employees. Because emotional labor is a critical issue in library work, and because evidence suggests positive outcomes can be fostered, there is a need to study how emotional labor is carried out in libraries, and to identify management techniques for emotional labor that will yield positive outcomes for both employees and organizations. Empirical research on emotional labor is reviewed, and a research agenda for exploration of this important construct in the field of librarianship is presented. 相似文献
17.
Adeyinka Tella Olamide Abigail Ibinaiye 《International Information and Library Review》2020,52(1):32-49
AbstractThis study examined staff motivation, satisfaction, and job performance among the librarians and library staff in six selected university libraries in Nigeria. The target population for the study includes the professionals and nonprofessional library staff. A total enumeration sampling technique was used to select 180 respondents, which represent the sample for the study. Data was collected using a self-designed questionnaire titled “Staff Motivation, Satisfaction and Job Performance Questionnaire” (SMSJPQ). Six research questions were developed and answered by the study. The results indicate that librarian and library staff are highly motivated with regular pay while the least motivational factor is frequent interaction with their friends. Library staff are primarily satisfied with their jobs when they are in constant link with their friends. Professional library staff significantly experience better work motivation than their nonprofessional counterparts. Significant correlation exists between staff motivation and job performance and between job satisfaction and job performance. In addition, the two factors (motivation and satisfaction) exert significant contribution to the determinant of librarians and library staff job performance. Based on the findings, the study recommended improvement in the level of motivation of nonprofessionals so that the significant difference with the professional counterpart would not be so much pronounced. 相似文献
18.
从杭州图书馆微博事件入手,思考了宣传工作对公共图书馆事业发展的意义、图书馆宣传工作的重要性、做好公共图书馆宣传工作的策略与措施等几个方面的问题;结合成都图书馆实践指出加强公共图书馆宣传工作是促进图书馆事业繁荣发展的有效手段。 相似文献
19.
Librarianship, like many occupations, requires emotional labor, which is an awareness of job requirements for emotional expression and the strategies used to express those emotions. Research on emotional labor suggests that performing emotional labor results in both positive and negative effects on individual outcomes, such as job satisfaction and job burnout. Since affective events are prevalent in library work and evidence suggests positive outcomes from emotional labor can be fostered, the ways emotional labor is performed in libraries should be studied. This research explores the key components of emotional labor: perceptions of display rules and the emotion regulation strategies of surface and deep acting. Data were collected from a sample of American librarians in 46 states from public, academic, special, and K–12 libraries who completed a survey. Bi-variate and multi-variate correlations, as well as ANOVAs, were used to test relationships among emotional labor constructs, job satisfaction, and job burnout. Results show evidence of significant associations with emotional labor among library employees in both the perception of display rules, as well as in surface and deep acting. Perception of display rules showed mixed results with job burnout and job satisfaction. Surface acting was found to be associated consistently with job burnout and decreased job satisfaction, while deep acting strategies were less strongly associated with negative outcomes. Findings suggest that library managers should clearly communicate display rule expectations to employees and work to build staff support to help meet those expectations. Library employees should be aware of occasions when they use surface acting and work to develop stronger deep acting techniques. The study contributes to an understanding of the influence of emotion management in the library workplace. 相似文献
20.
University librarians are required to continuously adjust to keep up with changing customers' needs. The study uses structural equation modeling (SEM) to examine the effects of different facets of job satisfaction on the task performance and contextual performance of university librarians. Specifically, the study breaks down the overall measure of job satisfaction first into its intrinsic and extrinsic components, and then into sub-facets of these components, in order to isolate in detail how they influence job performance. Findings from competing statistical models demonstrate that certain facets of intrinsic job satisfaction strongly predict both task performance and contextual performance. The findings can be particularly useful for providing a comprehensive understanding of the relationship between job satisfaction and job performance in the university library context. Finally, the study considers managerial implications. 相似文献