公务员工作满意度调查研究——以浙江国税为例外文翻译.docVIP

附件3 外文翻译 原文1 Job satisfaction and quality of working life: A reassessment The usefulness of job satisfaction measures in assessing job characteristics and in improving quality of working life is problematic. Public opinion polls and organizational surveys have shown high and stable levels of job satisfaction for many years, while signs of employee frustration and alienation have been in-creasing. Closer examination of this paradoxical finding leads to the conclusion that, whatever rigorous job satisfaction surveys are measuring, it is not the information needed to modify jobs and work in order to reduce employee frustration. To overcome flaws in the measurement of satisfaction for this purpose employees themselves need to be more involved in the measurement process. Recent experience with employee participation in action research on quality of working life is noted, and the extension and furtherance of this model is proposed. Job satisfaction as a concept has become an embarrassing ambiguity. For many investigators in the social sciences, an interest in job satisfaction frequently represents an interest in quality of working life and industrial humanism, and suggests a concern with improving the experience of people with jobs and work. Since the 1930s this interest has been concerned with monitoring the factory model of work design which has been diffused from manufacturing into the service and clerical sectors. It must be asserted, however, that much of what has passed for job satisfaction research has failed to study the job or the work itself. Job satisfaction research has historically been used either to support or to attack the status quo, and the trend continues. The embarrassment with respect to job satisfaction measurement is that surveys of American employees continue to show that extremely high percentages of those measured report satisfaction with their jobs, while at the same time the incidence of decreased worker commitment as expressed through increa