來自芝加哥大學(xué)全國民意研究中心的年度綜合社會(huì)調(diào)查數(shù)據(jù)表明，員工的工作滿意度主要來自四個(gè)因素：學(xué)習(xí)的機(jī)會(huì)和多樣性；與經(jīng)理和同事的關(guān)系；低工作壓力；額外利益（包括薪酬和獎(jiǎng)金）。

The annual comprehensive social survey data from the National Center for Public Opinion at the University of Chicago shows that employee job satisfaction mainly comes from four factors: learning opportunities and diversity; Relationships with managers and colleagues; Low work pressure; Additional benefits (including salary and bonuses).

可以從以下幾方面考察下您的組織在多大程度上滿足了這些關(guān)鍵驅(qū)動(dòng)因素，或者哪些方面需要改進(jìn)。

You can examine to what extent your organization meets these key driving factors or which areas need improvement from the following aspects.

1、提高任務(wù)參與度：提供具有足夠挑戰(zhàn)性的工作（需要使用各種技能）；

1. Improve task engagement: Provide challenging work that requires the use of various skills;

2、學(xué)習(xí)新技能：通過拓展任務(wù)和項(xiàng)目工作為員工提供學(xué)習(xí)新技能的機(jī)會(huì)；

2. Learning new skills: providing employees with opportunities to learn new skills through expanding tasks and project work;

3、平衡工作需求：包括工作量大小、情緒需求和工作/生活沖突，以避免倦怠。

3. Balancing work needs: including workload size, emotional needs, and work/life conflicts to avoid fatigue.

4、通過意義創(chuàng)造參與度：幫助員工了解他們的特定角色如何為組織的整體使命做出貢獻(xiàn)；為員工參加非營利組織提供借調(diào)機(jī)會(huì)，并允許他們參與企業(yè)社會(huì)責(zé)任活動(dòng)。

4. Creating engagement through meaning: helping employees understand how their specific roles contribute to the overall mission of the organization; Provide secondment opportunities for employees to participate in non-profit organizations and allow them to participate in corporate social responsibility activities.

5、創(chuàng)造成就的機(jī)會(huì)：成就是工作滿意度的有力元素。提供跟蹤任務(wù)和目標(biāo)進(jìn)展的方法（考慮使用項(xiàng)目管理和生產(chǎn)力跟蹤軟件等自我監(jiān)控工具）和自主性，包括如何衡量員工對任務(wù)的投入、如何提供持續(xù)的指導(dǎo)以及明確設(shè)定期望。

5. Opportunities to create achievements: Achievements are a powerful element of job satisfaction. Provide methods for tracking task and goal progress (consider using self-monitoring tools such as project management and productivity tracking software) and autonomy, including how to measure employee engagement in tasks, how to provide continuous guidance, and clearly set expectations.

6、管理你的上司：支持和鼓勵(lì)他人參與的認(rèn)識(shí)到，工作關(guān)系必須平衡，各方需要貢獻(xiàn)相等或幾乎相等，并明確傳達(dá)雙方對各方責(zé)任的期望。

6. Manage Your Boss: Leaders who support and encourage others to participate recognize that work relationships must be balanced, with equal or almost equal contributions from all parties, and clearly communicate expectations for each party's responsibilities.

7、提供并執(zhí)行程序正義：流程必須明確維護(hù)公平和尊重每個(gè)員工，保持一致和公開透明，并允許有關(guān)員工在受影響方都在場的情況下對被視為不公平的決定提出申訴。

7. Provide and enforce procedural justice: The process must clearly uphold fairness and respect for each employee, maintain consistency and transparency, and allow relevant employees to appeal decisions deemed unfair in the presence of all affected parties.

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