Sneed J, Herman C M
Department of Nutrition and Food Sciences, College of Human Ecology, University of Tennessee, Knoxville 37996-1900.
J Am Diet Assoc. 1990 Aug;90(8):1072-6.
The purpose of this study was to determine the relationships among job characteristics, organizational commitment, job satisfaction, and demographic variables for hospital foodservice employees. Questionnaires including 30 items on job characteristics, 15 items on organizational commitment, 6 items related to job satisfaction, and 7 demographic items were administered to 45 supervisory and 172 nonsupervisory employees of 11 randomly selected hospitals. The reliability for the total instruments, using Cronbach's alpha, was 0.87 and 0.89, respectively, for the supervisory and nonsupervisory employee questionnaires. Organizational commitment and job satisfaction were related positively, with an r2 of 0.38. For supervisors, job characteristics related positively (p = .019) to organizational commitment, with variety being the only significant individual characteristic. For nonsupervisory employees, the model was also significant (p = .0001), with variety and feedback being the only significant individual characteristics. For all employees, there was a positive relationship between job characteristics and job satisfaction, with variety and feedback being the significant individual characteristics. Age was the only demographic variable related to organizational commitment; older employees had higher commitment scores. Demographic variables were not related to job satisfaction. Supervisors had higher perceived variety, autonomy, feedback, dealing with others, and friendship opportunities scores and higher commitment and satisfaction scores than did nonsupervisory employees. The findings indicate that dietitians and foodservice managers may increase organizational commitment and job satisfaction by increasing the variety and feedback in employees' jobs.
本研究的目的是确定医院餐饮服务员工的工作特征、组织承诺、工作满意度和人口统计学变量之间的关系。对11家随机选取医院的45名主管和172名非主管员工进行了问卷调查，问卷包括30项关于工作特征的问题、15项关于组织承诺的问题、6项与工作满意度相关的问题以及7项人口统计学问题。使用克朗巴哈系数计算，主管和非主管员工问卷的总问卷信度分别为0.87和0.89。组织承诺与工作满意度呈正相关，决定系数r2为0.38。对于主管而言，工作特征与组织承诺呈正相关（p = 0.019），其中工作多样性是唯一显著的个体特征。对于非主管员工，该模型也具有显著性（p = 0.0001），工作多样性和反馈是唯一显著的个体特征。对于所有员工，工作特征与工作满意度之间存在正相关，工作多样性和反馈是显著的个体特征。年龄是与组织承诺相关的唯一人口统计学变量；年龄较大的员工承诺得分更高。人口统计学变量与工作满意度无关。与非主管员工相比，主管在工作多样性、自主性、反馈、与他人打交道以及友谊机会方面的感知得分更高，并且在组织承诺和工作满意度方面得分也更高。研究结果表明，营养师和餐饮服务经理可以通过增加员工工作中的多样性和反馈来提高组织承诺和工作满意度。
