工作是我们日常生活中不可分割的一部分,也是雅思写作有可能考到的话题,下面我给大家工作满意度的雅思 作文 赏析!
关于工作满意度的雅思作文 范文
As most people spend a major part of their adult life at work, job satisfaction is an important element of individual wellbeing. What factors contribute to job satisfaction? How realistic is the expectation of job satisfaction for all the workers?
由于大多数人在工作上花了大部分时间,因此工作满意度成为个人幸福感的重要因素。工作满意度是由什么因素组成的呢?对所有员工来说,对于工作满意程度怎样的期望,才算是现实的呢?
Nowadays many adults have full-time jobs and the proportion of their lives spent doing such jobs is very high. So feeling about one' s job must reflect how an individual feels about his or her life as a whole, and because of this, job satisfaction is indeed very important for the wellbeing of that person.
Employees get job satisfaction in a number of ways. Firstly, a person needs to feel that they are doing valued and valuable work, so positive feedback from superiors is very important in this respect. A sense of fulfilment is also encouraged if a worker feels the job is worth doing because it contributes to the society or the economy as a whole. Secondly, when someone feels they are improving or developing their skills through training opportunities,for example, then there is a sense of progression and purpose that rewards a worker. The sense of belonging to a team or a working community also contributes to job satisfaction because colleagues help each other to enjoy their working lives. Satisfaction is also increased by the sense of responsibility for and loyalty to a team.
Of course not everybody enjoys their work. Hard economic realities mean that many people have little choice in the kind of job they can get. In some cases an employee is working in a job that suits neither their skills nor their personality. Some jobs are repetitive and boring, and labour relations may be poor and lead to resentment and insecurity rather than to job satisfaction.
However, even though it is unlikely that all workers do feel happy in their work, I think it is not unrealistic to promote more job satisfaction in any job.If the factors identified above are implemented, then any job improved and more workers can feel greater degrees of job satisfaction.
雅思范文必须琢磨透才能真正起到作用,所以广州环球雅思为您提供关于工作满意度的雅思作文范文的翻译,希望给各位学子有所启发。
现在大多数成年人都有全职工作,并且工作的时间在生活中的比例非常高,所以一个人对工作的感觉必定反映出这个人对他或她的整体生活的感觉,正因为如此,工作满意度确实对于这个人的幸福感很重要。
员工可以通过很多方式获得工作满意度。首先,一个人需要感受到他们正在做的工作是受重视的和有价值的,那么从上级那里得到积极的反馈在这方面非常重要。总的来说如果一个工人因为他的工作促进了社会和经济的发展而认为它非常值得去做,那么满足感也是受鼓励的。其次,当有人觉得他们通过培训可以改善或提高他们的技能,例如,给工人有种循序渐进的和有目标性的奖励的感觉。一个团队或工作团体的归属感也有利于工作满足度,因为同事们互相帮助,享受他们的工作生活。工作满意度也增加了对团队的责任感和忠诚度。
当然并不是每个人都喜欢他们的工作。严峻的经济形势意味着许多人只能做已经找到的工作,其他的别无选择。在某些情况下,人们所从事的工作并不是他们所学的专业,也不符合自己的个性。有些工作是重复、枯燥的,并且劳资关系也可能很差,这些导致的不满情绪和不安全感,远远超过了对工作的满意度。
不过,尽管所有工人不可能对他们的工作都感到满意,但我认为在任何工作领域,提升更高的工作满意度并不是不切实际的。如果上述问题都得以解决,那么任何工作都可以得到改善,将会有更多的工人对自己的工作越来越满意。
雅思大作文专项突破:工作满意度
Topic 21: As most people spend a major part of adult Life at the place of work, job satisfaction is an important part of individual well-being. What are the factors that contribute to job satisfaction? Are all the expectations for job satisfaction realistic?
工作满意度的决定因素有:
? 工作稳定(job security),基本收人(basic pay), 和工作相关的回报(job-related benefits);
? 好的工作环境和条件(working conditions),工作节奏比较适当(able to cope with work pace);
? 好的同事、同伴还有上司(good rapport with coworkers, peers and superiors);
? 职业发展的机会(career development),比如接受训练和指引(receive training and counselling),
提高能力的机会(development of capabilities),还有能够发挥全部潜能的机会(attainment of
full potential);
? 获得别人的认同(receive recognition),进行革新和创造的机会(given the opportunities for innovation and creativity),成功的感觉(experience a feeling of success)。—般来说,一个人对工作的期待随着自己的经历改变而改变(Expectations varied as their experience changed.),除此之外,还有年龄、家庭、学识(educational background)和社会环境 (social settings)等其他因素。
范文
Job satisfaction refers to the degree of pleasure employees can feel when working. It is of broad interest to employers because of its potential impact on productivity and morale of employees. Of those factors that contribute to job satisfaction, some are intrinsic while others are extrinsic. Both will be introduced below. In the latter part of the essay is a discussion concerning whether one's expectations for job satisfaction are always appropriate.
Most of the factors that have influence on job satisfaction are extrinsic. One is employees, material needs. It is understandable that income, housing, paid holiday, bonus and other job benefits are the main elements an employee will normally look into when evaluating whether a job is desirable or not. Another source of satisfaction is job satisfaction, An employee is delighted if continued employment is accessible, that is, staying on a job for some considerable lime. Besides these basic needs, people crave for a positive self-image and to have their contribution valued and appreciated. That's why promotion is very often manipulated to improve employees' job satisfaction, sending a message to employees that their commitment has been recognized.
Along with extrinsic factors, intrinsic factors are important. Individual personality plays a large part in many cases. It is believed that the employees with a positive outlook on life and full of optimism are more likely to achieve higher job satisfaction irrespective of the job or workplace they are in. When optimism allows individuals to function well in the fact of adversity and prevents them from becoming depressed, pessimism makes them less likely to complete tasks and meet objectives successfully, thereby undermining job satisfaction.
Given the constantly changing nature of today's business environment, a job can hardly live up to the expectations of job holders. Weak economies, rapidly changing technology and likelihood of downsizing are combining to account for why the length of tenure is shortened nowadays and few people now expect to stay on the same job throughout their working lives. Rewards are able to raise motivation and increase satisfaction of employees, but not available for every individual that wants them. There is no guarantee that every good performer will be awarded all the time. Law of the jungle applies here: only the strongest competitors will win access to the majority of the resource.
As suggested above, job satisfaction is attributed to different factors, both extrinsic and intrinsic. The complexity of today's work environment has made it less likely for people to get whatever they desire from a job.
近义词 表
1. morale=drive=spirits=positive fee1ings=confidence:信心,士气,自尊(常指企业的员工)
2. intrinsic=inherent=basic=natural=native :内在的,自然产生的
3. extrinsic=extraneous:外来
4. outlook=what is expected to happen in the future=prospect:前景
5. irrespective of=regardIess of:不管
6. adversity=hardship=difficulty=harsh conditions=hard times:逆境,恶劣的环境
7. tenure=terra:任期
8. law of the jungle:弱肉强食,森林原则
雅思大作文范文分析——工作满意度与稳定性
Some people argue that job satisfaction is more important than job security, while others believe that they cannot always expect job satisfaction and a permanent job is more important.
Discuss both these views and give your own opinion.
翻译: 一些人认为工作满意度比工作保障更重要,而另一些人则认为不能总是对工作满意度报以期望,一份永久性的工作更重要。
讨论这两种观点并给出自己的看法。
话题: 社会类-求职工作
类型:讨论双边
关键词:job satisfaction,job security,a permanent job
解析:
本题是对工作满意度和工作稳定度的讨论。
其实就很像我们国内很多小伙伴挣扎是找体制里的工作还是找体制外更加自由,有挑战,但随时可能会被辞退的工作。
在国外,很多的员工现在也很跳, 离职 去寻找更加令自己满意的工作。2018年,英国Cygent Jobs公司对1001名英国人进行了调查,调查结果显示有57%的人会因为工作不满意,想要找到更满意的工作而离职。
这些表明会因工作满意度离职的人员中,33%想要一个回馈度更高的工作(a more rewarding job), 22%认为他们的努力工作没有得到应有的赏识 (they didn’t feel their hard work was appreciated), 还有18%认为他们的工作对世界没有影响力(they didn’t get a sense that the work they did actually having an impact on the world) …….
另外稳定且终身的工作很容易让人产生安逸感,除了自己工作范围内的职责不会太去探索新鲜的事物(holding down the same job for a long time does not develop the growth in one’s career prospect and even they are not aware of the new ideas, the latest technology of other organizations. )
即便如此,拥有一个长期性的工作对人们也是十分有益的( Having permanent jobs is very beneficial for people.)一个稳定长期的工作可以带给人们一种稳定感,可以让员工生活无忧(a permanent job makes a stable and carefree life as well as financial support to the employee.)
尤其是对一些有生活压力的人,如果过于追求满意的工作,可能会让他们失去稳定的收益,没有安全感,增加心理负担。
我自己在体制内外都有工作过,在体制内时生活其实并不像大家想的那样轻松,简单,也是很辛苦的,一天从早忙到晚,但好处是,你做不完没做好,问题也不大,谁也不能拿你怎么样。
另外体制内的生活很像大家族,你的起居坐卧,家人朋友,婚姻状况,都会被同事和领导所关照……很安逸,很温馨,也辛苦,但是的确人容易松懈,容易局限眼光,还稍微有一点一眼望到头。当然如果你是一个很求上进的人,也可以自己发展培养自己的其他能力。
到体制外工作后,感觉每天都在接触新鲜的人,做有挑战的事情,同事老板都很有才也很拼命,你能看到自己努力得到肯定,但你不努力就会被降薪甚至辞退,压力很大,但很有趣,选择更多,眼界也因此放宽,但真的有时候收入会很不稳定,熬夜加班的时候也经常有。
所以job satisfaction,job security真的各有利弊,你当然可以兼得,如果你足够努力还有那么一点幸运。
另外这两者其实也有一定的关联性,如果你的工作太不稳定了,你的满意度也会下降的(Job satisfaction levels decrease when an employee feels threatened by a lack of job security. A worker is filled with feelings of discontent and uncertainty when his future at the company is uncertain, which leads to resentment.)
好啦,咱们一起来看一下今天的范文怎么说:
范文分析:
Some make the pragmatic argument(= practical reasons) that in an uncertain job market, security ought to(应该被) be valued over satisfaction. In my opinion, those with families cannot be reproached(=questioned) for this view but it is generally more important to enjoy your job and spread goodwill.(= make other people happy)
1. 开头:话题引入+自己观点给出
2. 大家有没有注意到,本篇 文章 的作者很会“设条件” 比如:在uncertain job market 中稳定度比满意度重要,对有家庭的人(with families)而言,他们这么想没问题- 这样设定条件有两个好处:1.丰富了自己的写作素材 2. 更加严谨的逻辑更有说服力。
3. 可以学习使用的句型:some make the pragmatic argument that…一些人给出非常现实的原因,论证… 例如:Some make the pragmatic argument that without installing the required infrastructure for broadband internet in rural areas, online education can hardly replace traditional schooling.
Workers with dependents(名词:家属- 有家属的员工) rightly value a consistent paycheck(=steady employment,稳定的工作,有稳定持续收益的工作) and benefits over all other factors. (意思为:有家庭的员工一般都认为工作能提供持续性收益最重要)观点 If someone is just starting out(=beginning) in a labour of love(something you have passion for – 一份自己喜爱的工作) such as becoming an artist, they may struggle initially to bring home enough money to make ends meet(earn just enough) every month.举例 They might not be able to send their children to good schools, live in a good neighborhood, and keep everyone in the house reasonably well clothed and fed(确保每个人的温饱). 为例子提供更多细节支撑Even if they can manage that, it will place incredible mental stress(place incredible stress on = put a lot of pressure on- 给予巨大压力) on not only them but also their spouse and children. Research has shown these deeply ingrained anxieties(心理压力焦虑,心灵创伤=psychological trauma) from childhood can persist throughout adulthood. 陈述更多的后果,对后果进行延伸
(主体1段:论证有家庭的人如果过于关注job satisfaction会造成的后果- 主要论证的为对家庭的不良影响,值得学些的点是论证的非常充分)
It is nonetheless more important to pursue a job that is fulfilling. 观点The vast majority of the world dislikes their job and a large percentage of these people have difficulty reconciling (=make consistent 调节,应对) their frustrations with their day-to-day temperament(就是daily mood-每天的心情的替换性说法). 解释An unhappy employee is more likely to be short(注意这里不是短缺的意思,是rude,angry with的意思,指不开心的员工更容易和同事生气,抱怨朋友等) with co-workers, complain to friends, and resent(动词:怨恨,埋怨) their family for the burden they must shoulder for their welfare. 举例 More of this persons daily interactions will be negative and this adds up over years to create the greatest global repository of ill will (=stores up a lot of hostility 可以理解为”怨气堆积”…哈哈,意思就是这些员工每天都不高兴,每一天和周边人的交流都很负能量,日复一日就会令这个人充满怨恨,对社会的不满以及对生活的无望). 例子展开Free up(=allow for- 允许这些人释放自己,做自己想做的工作) the same person to enjoy their job and there is a strong chance they will suddenly brighten the days of those around them. 结果
(主体2段写,忽视job satisfaction的弊端,和上一段一样,这一段进行了非常详尽的展开。开头一句topic sentence,后面很详细的描述了人如果一直从事不喜欢的工作会出现的心理问题及后果,最后一句很精彩的一反转,说出,如果让他们做喜欢做的工作这些问题就迎刃而解了)
Overall, fomenting good humour(= creating happy interactions) is more important and only in very rare family situations should an individual persist in a job for its stability. Many recognise this once it is too late and they already have an expensive lifestyle to maintain(costs a lot for rent, expenses,很多人有租金,房贷啊等等) or their best working years are behind them.
(结尾段:第一句 总结 上文,做喜欢工作的重要性和有家庭的时候的特殊性。第二句是一个延伸感叹,很多人都意识到的太晚了,意识到时已经身负重压了)
这篇文章高分有两个要素
1. 展开的真的很具体,很到位,把一个事情掰开揉碎了说,采取的是考官们很喜欢的:观点-解释-举例-展开 的结构。值得仿写- 大家可以分析他每一句的作用,然后仿照文章的逻辑自己写一个段落进行论证。
2. 词汇:词汇有优势,里面是使用了很多地道的词伙,我在文中标黑的部分,尤其是划了横线的部分大家记下来背诵一下。
关于员工满意度的论文开题报告
1.结合毕业设计(论文)课题情况,根据所查阅的文献资料,每人撰写1500字左右的文献综述(包括研究进展,选题依据、目的、意义)
一、研究进展
(写作指导:所谓研究进展就是指:关于你所写的这个论文题目,相关的国内外文献对该内容的研究情况,研究领域,研究对象,研究角度、方法等。这些学者得出什么结论和观点,每个学者的观点用几句话概括一下就可以了。这些资料可以从两个途径得来。第一,图书馆查阅相关书籍,一般书的第一章都会介绍。第二,CNKI上面的文章,也可以把那些文章上的观点稍加总结罗列出来)
随着社会经济的发展,中外各个企业之间的竞争日趋激烈,企业的管理体系也越来越完善,其中最重要的表现在于越来越多的企业逐步认识到员工是企业兴衰成败的关键因素之一,于是员工满意度这个概念出现在众多管理者的思绪中。具体来说,员工满意度是指员工对其工作各种特征加以解释后所得到的综合结果,它主要涉及的是某一种工作情境因素是否影响到其工作的满意程度[1].员工满意度是企业健康状况和员工积极状态的“晴雨表”,而员工满意度调查则是测量的工具[2].在知道了这个成功的秘诀之后,企业正越来越多地运用调查方法来了解员工的满意度状况。
最早的关于“员工满意度”这个概念来自于西方管理思想,国外对员工满意度的研究已经超过半个世纪,传统意义上的员工满意度主要指工作满意度[3].而据本人分析总结,对于员工满意度的研究主要分为两个密不可分的部分,一是员工满意度的影响因素即其维度;二是员工满意度的调查方法和测量工具。在员工满意度的维度研究方面,1935年美国学者Hop pock的经典研究“Job Satisfaction”提出员工满意度是员工在心理和生理两方面对环境因素的满足感受,也就是员工对工作环境的主观感受[2].20世纪50年代后期,美国心理学家赫兹伯格提出了著名的双因素理论,他将与工作满意度相关的因素称为满意因素或激励因素,将与工作不满意相关的因素称为不满意因素或保健因素[5].其后,洛克指出员工满意度构成因素包括工作本身、报酬等十个因素;阿莫德和菲德曼提出其构成因素包括上司、经济报酬等六个因素等也对员工满意度的维度进行了一系列研究。这些研究为员工满意度维度的科学划分有着十分重要的影响[6].而在员工满意度调查和测量工具的研究方面,人们开发了许多种员工满意度评价工具,比较成熟的主要有:工作描述指数(简称JDI);明尼苏达满意度量表(简称MSQ);彼得需求满意度问题调查表(简称NSU)[7].20世纪80年代的美国,据调查有50%的公司使用调查发现法,到20世纪90年代,有超过70%的公司使用调查发现法[8].相对于西方国家在员工满意度研究方面取得的成果,我国各企业管理者和学者对员工满意度的研究还处于起步阶段,1978年徐联仓等人的有关员工满意度调查报告在《光明日报》发表,引起了国内外舆论的广泛重视,这是国内最早进行的员工满意度调查[9].在测量工具方面,我国大部分学者以沿用国外的测量工具为主,而在2001年卢嘉等人开发了针对我国现代的员工满意度量表[10].
随着员工满意度逐步受到各个行业企业管理者的重视,饭店管理者和饭店行业的学者也跟上了时代的步伐,对饭店员工满意度作了理论研究和实践研究。在理论方面, 2004年李怀兰在芜湖职业技术学院学报上发表文章《顾客与员工的高满意度是饭店业发展的基石》,认为在以人为本理念的指导下,饭店业不仅要努力做到“以顾客为中心”,还要实现“以员工为中心”,顾客与员工的双赢是饭店生存和发展之源泉[11].2006年王蕊发表文章《酒店满意决定顾客满意》,认为如何让顾客满意而成为酒店的忠诚客人,最根本就是让员工满意度得到提高,培养员工对饭店的归属感,不断增强员工对饭店的向心力[12].在实践研究方面,2004年王华和黄燕玲对桂林市12家星级饭店员工工作满意度进行了探析,调查发现桂林市星级饭店员工工作满意度较低,对饭店工作待遇、提升机会及进修机会的不满意是工作满意度较低的主要原因[13].2007年戴斌等人对中国首批白金五星级饭店创建试点单位(北京中国大饭店、上海波特曼丽嘉酒店、广州花园酒店和济南山东大厦)进行了员工满意度调查分析,并针对出现的问题提出了意见和建议[14]. 从整体情况来看,对饭店员工满意度的调查还处于起步阶段,许多地区的许多酒店缺乏这种调查,而经济发达、酒店业发展迅速的珠三角地区也不列外,除开上述对广州花园酒店进行过员工满意度调查分析外,本人没有发现珠三角有其他饭店进行员工满意度调查的`信息和数据。
二、选题依据
(写作指导:选题依据相当于研究背景,指你为什么选这个题目,为什么选这个酒店作为例子。可以从两个方面,(1)这个论题目前的研究存在什么局限,或者哪些领域还存在缺陷或还缺乏关注和调查研究(2)目前的行业发展带来的变化和问题,致使这方面的研究和思考非常迫切,这个酒店在这方面存在什么问题,有什么代表性。)
饭店是典型的劳动密集型行业,从业人员相对于其他规模相当的企业会比较多,另外由于其功能设施齐全,所以饭店从业者的性别、年龄、受教育程度都非常的复杂,而每个员工都拥有是否工作的自主权,这样一来,饭店管理者必须采取积极的措施进行人力资源管理,而饭店人力资源管理的核心就是员工满意,因为“没有满意的员工,就没有满意的宾客;没有满意的宾客,就没有满意的业主;没有满意的业主,就没有满意的社会” [15].而员工满意度调查不仅可以衡量员工满意度,更重要的是它可以协助饭店管理者根据实际状况提升员工满意度,从而提升员工的敬业度和忠诚度。据我国旅游协会人力资源开发培训中心的调查,2002~2004年饭店业员工流动率平均为23.95%[16].另外,据中国人力资源调研网统计,东莞地区酒店的员工流动率在30%左右,酒店业招聘员工并保持员工稳定,尤其是稳定优秀员工的难度越来越大[17].加上东莞近几年来为了适应经济的发展,五星级酒店如雨后春笋拔地而起,从而扩大了对酒店从业人员的需求,各个酒店可谓想尽千方百计“挖墙角”,从而也导致员工流失率越来越高。所以放店在发展硬件设施并且吸引人才的同时,必须要关注员工管理,提升员工满意度,降低不必要的员工流动,留住优秀人才,从而提升自己的品牌形象。东莞索菲特御景湾酒店作为东莞乃至整个珠三角最豪华的酒店之一,从2004年正式成为法国雅高国际酒店集团旗下索菲特品牌酒店之一后,一直引领着东莞酒店业向高品位的国际化道路发展,是整个东莞地区非常具有代表性的酒店,对本课题的研究具有代表意义。
三、选题目的和意义
(写作指导:所谓选题目的和意义是指 通过你这篇文章的写作,你希望达到什么目的,或者会产生什么效果。包括:(1)本研究主题的重要性,在实际领域应用;(2)通过研究期望能达到什么,解决什么问题,在哪些方面有什么价值等)
由于中国经济的迅速发展,人民生活水平提高,我国旅游业迅速发展,作为旅游业的附属产业,饭店业也进入了其迅速发展时期,更多国际知名饭店管理集团看中了中国这块潜在的消费市场,旗下各个酒店品牌陆续进驻中国,尤其是在经济比较发达的城市,虽然整个饭店行业看似一片繁荣,但是作为饭店管理的重要组成部分--饭店的人力资源管理还存在很多值得探讨的方面,特别是员工满意度这个主要部分。对饭店的人力资源管理而言,员工满意度真实地反映着其管理水平。员工满意是人力资源管理的最高境界,能让饭店在其所处的社会及商业环境中表现最卓越的绩效。当员工满意的时候,才可能生产或提供让顾客满意的产品或服务,并吸引他们成为公司最忠实的顾客。对饭店来说,管理要“以人为本”,在实际工作中就要做到员工满意,只有做到了员工满意才能真正做到让客户满意。本论文通过对东莞索菲特御景湾酒店员工满意度的研究,分析其员工满意度的影响因素和人力资源管理中存在的问题,并提出有针对性的建议,希望能够对提高饭店员工满意度有一定的应用价值,并可为其他饭店提供有益的借鉴,从而使得整个饭店行业的管理者对员工的满意度给予高度的重视,促使整个饭店行业更加稳健快速地发展。
2.本课题要研究或解决的问题和拟采用的研究手段(途径):
一、本课题要研究或解决的问题:
1.员工满意度的基本知识
2.东莞索菲特御景湾酒店员工个人信息与满意度评价交叉分析
3.东莞索菲特御景湾酒店员工对酒店整体评价以及各项指标的满意度分析
4.东莞索菲特御景湾酒店影响员工满意度的主要因素
5.提高东莞索菲特御景湾酒店员工满意度的建议
二、采用的研究手段:
1.文献查询法:通过文献检索法收集资料,比如:查看有关人力资源管理有关书籍及文献;
2.实地调查法:通过实地考察,了解该酒店的具体信息,比如:在这家酒店实习;
3. 问卷调查法:设计了员工满意度调查表,对东莞索菲特御景湾酒店进行员工满意度调查。
3、指导教师意见:(略)
主要参考文献:
(写作指导:不能少于15篇,期刊文献占一半以上,最好能有外文文献,格式必须规范,每个文献的序号和出现在文章中的序号必须一致)。
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[2]毛晓燕,宋爱国。员工满意度研究综述[J].科技经济市场,2007(07):83-84.
[3]罗玲,杨晓林,李铁林。员工满意度调查探析[J].冶金经济与管理,2008(01) :31-33.
[4]张平,崔永胜。员工工作满意度影响因素的研究进展[J].经济师,2005(02):160-161.
[5]何波。论员工满意度研究现状以及设想[N].重庆大学学报(社会科学版),2003(05):128-130.
[6]游坚平。员工满意度评价方法与工具评析[J].全国商情(经济理论研究),2008(08):31-32.
[7]董志强。人员管理的创新实践[M].北京:中国经济出版社,2004·198.
[8]刘芳,傅云新。员工满意度研究综述[J].商场现代化 ,2008(10) :100-101.
[9]卢嘉,时勘,杨继锋。工作满意度的评价结构和方法[J].中国人力资源开发,2001(01):49-53.
[10]李怀兰。顾客与员工的高满意度是饭店业发展的基石[J].芜湖职业技术学院报 2004(02):145-147.
[11]王蕊。酒店员工满意决定顾客满意 [J].市场周刊(理论研究) ,2006(09) :103-105.
[12]王华,黄燕玲。桂林市星级饭店员工工作满意度探析[J].改革与战略,2004(5) :88-91.
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