基于游客满意度提高乡村旅游经济效益的研究——以威海市河口胶东渔村为例

实现顾客满意是提高企业经营质量管理的重要手段之一,作者将其应用于乡村旅游业经济效益的研究.该研究在形成乡村旅游业游客满意度量表的基础上,加入游客花费的统计指标,使用多元回归分析技术发现游客满意与旅游花费之间统计上呈显著的负相关关系,使用逻辑斯谛回归来进行游客推荐、重游意愿两个二分变量的影响因素的研究,发现游客推荐及重游意愿均受游客花费影响,同时重游意愿还受到游客性别、年龄、收入因素的影响.     

考虑时间满意度的应急救援人员多技能培训派遣模型

为耦合应急救援培训和救援派遣工作任务,提升突发事件下应急救援人员工作效率,构建以培训派遣总体时间满意度最大、培训派遣总成本最小为目标函数的突发事件应急救援人员培训派遣一体化优化模型,以新冠肺炎疫情为研究背景,利用Lingo软件进行仿真求解。研究结果表明：短期培训能有效提高应急救援人员救援能力,满足受灾点应急救援时间需求及救援任务需求。     

Self‐leadership in the context of part‐time teleworking

Employees who work periodically in both a traditional office and home office (part‐time teleworkers) face opportunities and risks related to both working locations. As self‐leadership might play a crucial role in this context, we examined within‐person variations in self‐leadership (self‐reward, self‐punishment, self‐cueing, self‐goal setting, imagining successful performance, and evaluation of beliefs and assumptions) on home days and office days. In a typical workweek, 195 part‐time teleworkers filled out daily surveys (729 days), and we examined the relationship between working location (office and home) and self‐leading behavior as well as the mediating role of autonomy. Finally, we investigated whether self‐leading behavior relates to ego depletion and work satisfaction at the end of the working day. Multilevel analyses revealed that part‐time teleworkers reported higher use of self‐reward, self‐goal setting, and visualization of successful performance on home days than on office days. The association between working location and self‐reward, self‐goal setting, visualization of successful performance, and evaluation of beliefs and assumptions was mediated by autonomy. There were no indirect effects of working location on ego depletion through self‐leadership. However, we found that on home days, part‐time teleworkers were more satisfied with their job at the end of the workday through self‐goal setting.     

You want me to do what? Two daily diary studies of illegitimate tasks and employee well‐being

Illegitimate tasks, a recently introduced occupational stressor, are tasks that violate norms about what an employee can reasonably be expected to do. Because they are considered a threat to one's professional identity, we expected that the daily experience of illegitimate tasks would be linked to a drop in self‐esteem and to impaired well‐being. We report results of two daily diary studies, one in which 57 Swiss employees were assessed twice/day and one in which 90 Americans were assessed three times/day. Both studies showed that illegitimate tasks were associated with lowered state self‐esteem. Study 1 demonstrated that high trait self‐esteem mitigated that relationship. Study 2 showed that illegitimate tasks were associated with not only lowered state self‐esteem but also lower job satisfaction and higher anger and depressive mood, but not anger or job satisfaction remained elevated until the following morning. Copyright © 2015 John Wiley & Sons, Ltd.     

安全社区居民满意度评估模型的构建与应用

为弥补安全社区现场评定指标体系中过多依靠人为主观因素的不足,客观反映并优化安全社区建设成效的评价结果,构建安全社区居民满意度(SCRSI)评估模型。运用AMOS17.0和SPSS17.0l软件分析从不同类型安全社区回收的280份调查问卷,验证该模型的合理性,得出SCRSI回归方程,并以此作为安全社区评估标准进行实例验证。结果表明,在安全社区建设过程中,应重视对居民期望的管理,确保宣传信息是准确和客观的,抓住影响居民满意度的关键因素,重点根据居民意见、建议和抱怨情况制定相应的预防和纠正措施。     

Antecedents and consequences of satisfaction with work–family balance: A moderating role of perceived insider status

This study developed a moderated mediation model to investigate how family‐supportive paid leave and supervision affect employees' satisfaction with work–family balance and in turn their affective organizational commitment and supervisor‐directed organizational citizenship behavior depending on their perceived insider status in the organization. Our analysis of data collected from 118 employee–supervisor dyads in Korean organizations revealed that satisfaction with work–family balance mediated the linkages from family‐supportive supervision to affective organizational commitment and supervisor‐directed organizational citizenship behavior, and the linkage from family‐supportive paid leave to affective organizational commitment. Results further showed that the entire mediational process for family‐supportive supervision was more pronounced for those who perceived themselves to be an insider of their organizations, while the same pattern was not found for the meditational process related to family‐supportive paid leave. Our findings provide theoretical implications for work–family balance research and offer practical suggestions to make employees satisfied with work–family balance.     

Let's get this meeting started: Meeting lateness and actual meeting outcomes

Meeting lateness is pervasive and potentially highly consequential for individuals, groups, and organizations. In Study 1, we first examined base rates of lateness to meetings in an employee sample and found that meeting lateness is negatively related to both meeting satisfaction and effectiveness. We then conducted 2 lab studies to better understand the nature of this negative relationship between meeting lateness and meeting outcomes. In Study 2, we manipulated meeting lateness using a confederate and showed that participants' anticipated meeting satisfaction and effectiveness were significantly lower when meetings started late. In Study 3, participants holding actual group meetings were randomly and blindly assigned to either a 10 min late, 5 min late, or a control condition (n = 16 groups in each condition). We found significant differences concerning participants' perceived meeting satisfaction and meeting effectiveness, as well as objective group performance outcomes (number, quality, and feasibility of ideas produced in the meeting). We also identified differences in negative socioemotional group interaction behaviors depending on meeting lateness. In concert, our findings establish meeting lateness as an important organizational phenomenon and provide important conceptual and empirical implications for meeting research and practice.     

A Model for Predicting Daily Peak Visitation and Implications for Recreation Management and Water Quality: Evidence from Two Rivers in Puerto Rico

Visitor use surveys and water quality data indicates that high visitor use levels of two rivers in Puerto Rico does not appear to adversely affect several water quality parameters. Optimum visitor use to maximize visitor defined satisfaction is a more constraining limit on visitor use than water quality. Our multiple regression analysis suggests that visitor use of about 150 visitors per day yields the highest level of visitor reported satisfaction, a level that does not appear to affect turbidity of the river. This high level of visitor use may be related to the gregarious nature of Puerto Ricans and their tolerance for crowding on this densely populated island. The daily peak visitation model indicates that regulating the number of parking spaces may be the most effective way to keep visitor use within the social carrying capacity.     

The impact of job security,satisfaction and stress on performance assessment and optimization of generation companies

In this study, performances of Iranian thermal power plants have been assessed with respect to human factors such as job stress, satisfaction and security through data envelopment analysis (DEA). In the first step performance of power plants (DMUs) have been evaluated considering traditional production factors including installed capacity, internal consumption and fuel consumption as inputs and gross production as output (model 1). In the next step, model 1 is expanded to include three above mentioned human factors (model 2). Power plants have been ranked based on their relative efficiency scores in both models. Pearson and Spearman correlation coefficients between relative efficiency scores and rankings of power plants in two models have been calculated. The results show that efficiency scores and rankings of power plants in two models are quite different indicating that mentioned human factors have direct impact on overall performance of generation companies and that if we were to use just traditional factors it would not reflect the optimum efficiency of the DMUs. Finally, job security has been found as the most effective human factor in Iranian power plants. This is the first study that presents an integrated approach for assessment of electric power plants considering job stress, security and satisfaction. And it is shown that these human factors play important role in overall performance of generation companies.     

基于民生满意度的资源型城市转型绩效测度及群体差异研究——以湖北省黄石市为例

民生满意度评价是资源型城市转型绩效测度的终端体现,对于改善转型绩效、促进资源型城市可持续发展具有重要的现实意义。论文以民生满意度为视角,从居民生计、公共服务、民生环境、文化消费4个方面构建资源型城市转型绩效测度指标体系,采用专家群决策及AHP方法确定指标权重,运用顾客满意度评价法对黄石这一典型资源型城市转型绩效进行测度并进一步揭示被调查群体的差异特征。研究结果表明:1)基于民生满意度的黄石市转型绩效测度值为4.17,总体上处于"优秀"等级水平,但在某些局部指标上仍略显不足;2)黄石市转型绩效存在由被调查者特征而引起的群体和区域差异:不同性别、年龄、文化程度、职业类别、家庭年经济收入群体对转型民生满意度评价不同,并呈现一定规律;从区域差异来看,铁山区、大冶市等传统老矿区依托国家资源型城市转型政策支持,转型民生满意度绩效值相对较高,西塞山区、下陆区、黄石港区等中心城区历史包袱沉重、转型升级民生满意度暂时落后,以阳新为代表的农业县市,民众对于转型的认知和感受相对滞后,转型升级民生满意度居末;3)黄石市转型的民生满意度赋值与其物质产出绩效具有一致性。