决定工作满意度的八宗罪

If some job satisfaction surveys are to be believed then as many as a third of us are considering a change of job. Clearly many are finding it hard to get that feeling of satisfaction from work.
如果有些关于工作满意度的调查是可信的话,那么我们当中多达三分之一的人正在考虑换工作。显然,很多人觉得很难从工作中获得满足感。

Job satisfaction is important not just because it boosts work performance but also because it increases our quality of life. Many people spend so much time at work that when it becomes dissatisfying, the rest of their life soon follows.
工作满意度是非常重要的,不仅因为它能提升我们的工作表现,还因为它能提高我们的生活质量。很多人在工作上花了非常多的时间,所以当工作不能带给他们满足感时,他们对生活中其它部分也会感到不满意。

Everyone's job is different but here are 8 factors that psychologists regularly find are important in how satisfied people are with their jobs.
每个人的工作都是不同的。在提高人们对工作的满意度上,心理学家觉得这8个因素很重要。

新鲜期和疲乏期

1. Honeymoons and hangovers
1. 新鲜期和疲乏期

Job honeymoons and hangovers are often forgotten by psychologists but well-known to employees. People experience honeymoon periods after a month or two in a new job when their satisfaction shoots up. But then it normally begins to tail off after six months or so.
工作新鲜期和工作疲乏期是经常被心理学家遗忘的,但是对雇员而言他们却是最清楚明白的了。在接触新工作的最初一两个月人们经历的是工作新鲜期,此时他们的满意度在迸发。然而通常在六个月之后就会开始减弱。

The honeymoon period at the start of a new job tends to be stronger when people were particularly dissatisfied with their previous job. So hangovers from the last job tend to produce more intense honeymoons in the next job.
当人们对他们之前那一份工作特别不满意的时候,新工作刚开始的新鲜期会变得更为强烈。因此对上一份工作的疲乏感通常会在下一份工作上产生出更多的新鲜感。

正确看待薪酬

2. Perception of fair pay
2. 正确看待薪酬

Whatever your job, for you to be satisfied the pay should be fair. The bigger the difference between what you think you should earn and what you do earn, the less satisfied you'll be.
无论你的工作是什么,为了让你感到满意,薪酬应该是合理的。你觉得你应该挣的和你实际上挣到的之间的差距越大,那么你的满意度就越低。

The important point here is it's all about perception. If you perceive that other people doing a similar job get paid about the same as you, then you're more likely to be satisfied with your job than if you think they're getting more than you.
这里的重点是如何看待薪酬。如果你觉得别人和你做得相同的工作,拿着跟你差不多的薪水,那么你对工作的满意度就会比较高。然而,如果别人和你干着同样的活,却比你赚得多,你对自己工作所获得的薪酬就会不那么满意了。

成就

3. Achievement
3. 成就

People feel more satisfied with their job if they've achieved something. In some jobs achievements are obvious, but for others they're not. As smaller cogs in larger machines it may be difficult to tell what we're contributing. That's why the next factor can be so important...
在工作中获得成就,人们对工作的满意度就会更高。有些工作能看到显而易见的成就,而另一些工作所获得的成就则不那么容易被发现了。就像大型机器里很小的钝齿一样,很难说我们都贡献了什么。这也就是为什么下一个因素会如此重要了。

反馈

4. Feedback
4. 反馈

There's nothing worse than not knowing whether or not you're doing a good job. When it comes to job satisfaction, no news is bad news. Getting negative feedback can be painful but at least it tells you where improvements can be made. On the other hand positive feedback can make all the difference to how satisfied people feel.
如果你不知道自己做的工作是不是一份好工作,那么没有比这更糟的事情了。当谈起工作满意度时,没有消息就是坏消息。得到负面反馈虽然有些难受,但是至少它让我们知道了可以在哪些方面得到改善。另一方面,正面积极的反馈可以彻底改变一个人对工作的满意度。

复杂性和多样性

5. Complexity and variety
5. 复杂性和多样性

People generally find jobs more satisfying if they are more complex and offer more variety. People seem to like complex (but not impossible) jobs, perhaps because it pushes them more. Too easy and people get bored.
工作越复杂多样,人们对工作的满意度也就越高。人们似乎喜欢复杂的(但不是不可能的)工作,也许是因为它更能激励人们吧。太简单的工作反而会让人感到厌倦。

控制

6. Control
6. 控制

You may have certain tasks you have to do, but how you do them should be up to you. The more control people perceive in how they carry out their job, the more satisfaction they experience.
你有你要做的一些任务,但是如何做应该是取决于你。人们对开展的工作有越多的控制,工作满意度就越高。

If people aren't given some control, they will attempt to retake it by cutting corners, stealing small amounts or finding other ways to undermine the system. Psychologists have found that people who work in jobs where they have little latitude—at every level—find their work very stressful and consequently unsatisfying.
如果人们没有一定的控制权,他们会试着通过偷工减料,或是寻找其它方式破坏系统以此重新获得对它的控制权。心理学家已经发现对自己的工作缺少控制权的人们--无论从什么层面--会觉得他们的工作很有压力,结果就是感到不满足。

公司支持

7. Organisational support
7. 公司支持

Workers want to know their organisation cares about them: that they are getting something back for what they are putting in. This is primarily communicated through things like how bosses treat us, the kinds of fringe benefits we get and other subtle messages. If people perceive more organisational support, they experience higher job satisfaction.
工作人员想知道他们的公司在关心他们:从他们投入的事情中能获得一些回报。这主要体现在诸如老板是如何对待我们的,我们得到的附加福利以及其它一些微妙的信息。

Remember: it's not just whether the organisation is actually being supportive, it's whether it appears that way. The point being that appearances are really important here.
记住:不在于是不是公司真的提供了支持,而在于公司是不是像那样表现的。关键点在于它的存在才重要!

工作-家庭的渗透影响

8. Work-home overflow
8. 工作-家庭的渗透影响

Low job satisfaction isn't only the boss' or organisation's fault, sometimes it's down to home-life. Trouble at home breeds trouble at the office.
较低的工作满意度不仅仅是老板或者公司的过错,有时它是跟家庭生活有关。家中的烦心事会衍生出工作上的烦恼事。

Some research, though, suggests that trouble at the office is more likely to spill over into the family domain compared with the other way around. Either way finding ways of distancing yourself from work while at home are likely to protect you against job stressors.
有研究表明,相比较其它而言,工作上的烦恼事更有可能会牵扯到家庭领域。当你在家的时候,无论用什么方法把自己从工作中远离出来,都更有可能让你免于工作压力的影响。