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首页> 外文学位 >SATISFACTION - DISSATISFACTION: APPLICATION OF HERZBERG'S DUAL-FACTOR THEORY TO JOB CHANGE BY PRACTICING PETROLEUM ENGINEERS.
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SATISFACTION - DISSATISFACTION: APPLICATION OF HERZBERG'S DUAL-FACTOR THEORY TO JOB CHANGE BY PRACTICING PETROLEUM ENGINEERS.

机译：满意-不满意：赫茨伯格的双因素理论在实践中通过应用石油工程技术来改变工作。

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摘要

The primary purpose of this study was to determine if the dual-factor theory of Herzberg, Mausner, and Snyderman could be used to understand why petroleum engineers leave their jobs. More specifically, it was designed to test the hypothesis that no significant relationship exists between the Herzberg et al. theory and the reasons why petroleum engineers change jobs.; For the study, a non-probability purposive sample of 5,911 was selected from the 35,000 persons who were members of the Society of Petroleum Engineers (SPE) in 1979. A survey instrument containing 33 questions was developed with the cooperation of the SPE and the Petroleum Engineering Department of Texas A&M University, and was mailed to the sample. Responses to the survey came from 36.1 percent of the sample.; The 2,134 persons who responded had, on the average, held 2.42 jobs since graduating from college 18.91 years before the date of the survey. The average respondent was a 41.5-year-old male who had been with his present employer for 10.58 years and who was earning {dollar}32,500 per year. Only 29 (1.35 percent) of the respondents were female; thus, no significant sex bias was attributed to the data.; Of the 1,314 responses giving identifiable reasons for quitting their first job, 55.9 percent gave intrinsic-type reasons and 44.1 percent attributed the change to extrinsic factors. In regard to leaving the second job, out of 772 responses, there were 305 (50.5 percent) who gave intrinsic-type reasons and 299 (49.5 percent) who blamed extrinsic factors for the move. Based upon a chi-square goodness of fit test, the differences between the present data for the first job and the data from Herzberg et al. were found to be not significant at the 0.01 level; however, there was found to be a significant difference for the second job. The data do not permit generalization beyond the first two jobs.; An analysis was also made of the relationships between several personal characteristics of the sample and the frequency of turnover. A varying relationship was found between turnover and age, ranging from negative to no relationship. No sex bias was found for females in terms of turnover, nor was there any difference between holders of undergraduate degrees in petroleum engineering and those with degrees in other fields.; It was concluded that the Herzberg theory applied to the first job change by the sample but not to the second. Beyond the first two jobs, no generalizations could be made concerning the reasons for job change by this group.
机译：这项研究的主要目的是确定赫兹伯格，莫斯纳和斯奈德曼的双因素理论是否可以用来理解石油工程师为何辞职。更具体地说，它旨在检验以下假设：Herzberg等人之间不存在显着关系。理论以及石油工程师换工作的原因。为了进行研究，从1979年的石油工程师协会（SPE）的35,000人中选择了5,911的非概率目的样本。在SPE和石油的合作下，开发了包含33个问题的调查工具德克萨斯农工大学工程系，并已邮寄到样本。对调查的答复来自36.1％的样本。自调查日期前18.91年大学毕业以来，平均有2134人回答了2.42个工作。平均受访者是41.5岁的男性，他在现任雇主那里工作了10.58年，每年的收入为$ 32,500。女性中只有29名（1.35％）。因此，没有明显的性别偏见归因于该数据。在1,314份给出可以辞职的原因的答复中，有55.9％给出了内在类型的原因，而44.1％的归因于外在因素。关于离开第二份工作，在772份答复中，有305份（50.5％）给出内在型原因，而299份（49.5％）归咎于外部因素。基于卡方拟合优度检验，第一份工作的当前数据与Herzberg等人的数据之间存在差异。被发现在0.01水平上不显着；但是，发现第二份工作有显着差异。该数据不允许前两个作业以外的泛化。还分析了样品的几种个人特征与周转频率之间的关系。发现营业额和年龄之间存在变化的关系，从负相关到无关系。没有发现女性在离职率方面存在性别偏见，石油工程学士学位持有者与其他领域的学位持有者之间也没有任何差异。得出的结论是，赫兹伯格理论适用于样本的第一个工作变动，但不适用于第二个。除前两个工作外，该小组无法就工作变动的原因进行概括。

著录项

  • 作者

    BRAGG, DANIEL MALCOLM.;

  • 作者单位

    Texas A&M University.;

  • 授予单位 Texas A&M University.;
  • 学科 Sociology Industrial and Labor Relations.
  • 学位 Ph.D.
  • 年度 1982
  • 页码 100 p.
  • 总页数 100
  • 原文格式 PDF
  • 正文语种 eng
  • 中图分类 社会学;
  • 关键词

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