论文代写：工作绩效对工作满意度的影响。对于工作绩效对工作满意度的影响，Judge和Bono(2001)提出了自尊、广义自我效能感、控制点和情绪稳定性四个特质理论。作者通过他们的研究发现，当员工的自尊较高时，换句话说，当员工自我感觉良好时，他们往往会更满意，在没有要求的情况下表现得更好。其次，当员工了解自己的总体核心能力来执行和应对，实现给他们的战略目标，并允许他们按照自己的意愿工作，他们会更满意，表现得更好。接下来论文代写将为同学们分析下工作绩效对工作满意度的影响。
当控制点是内部的并且是一致的，员工倾向于在他们的工作范围内做得很好，因此保持满意。最后，当员工情绪稳定，稳定，并评估他们的内部稳定来对抗外部环境，他们的表现繁荣和满意度是不可避免的。这四个特征是核心自我评价的重要指标，通过核心自我评价，员工自我评价，表达和执行自己的承诺，保持生产行动和内部满意。因此，这些因素是组织赋予的外部条件的责任，在这些条件的影响下，所有员工都在工作并达到他们的工作满意度的概念。最终，组织文化是工作满意度和工作不满意度的罪魁祸首，因为所有的外部条件都定义了员工的表现和满意度所表达的反动趋势。在注入健康的组织文化后衡量工作满意度的好处之一是建立工作绩效和满意度之间的联系。因此，定义和影响员工自尊和自我效能的广泛指标被改变，并被用于生产生产性工作，工作绩效自动上升，最终达到工作满意度。
Fu和Deshpande(2013)对476名中国保险员工进行了一项有趣的关于工作满意度、工作绩效和组织承诺之间关系的研究。他们的发现相当有趣。根据他们的研究，在关怀氛围下工作的员工往往表现出更高的工作满意度和更高的组织承诺。他们认为，组织中关爱的氛围是提高组织承诺和工作表现水平的前兆，而这反过来又会提高工作满意度。然而，该研究没有涉及男性和女性、不同年龄组和不同工作范围所表达的不同满意度水平。考虑所使用的行业类型——保险业——是重要且相关的，保险业的工作范围与制造业大不相同。即使是制造业工人和保险工人的工资规模也有很大的差异，这是决定员工满意度的一个影响因素。因此，基于不完整的因素来决定工作满意度的程度，得出结论性的结论是不能完全信任的。如果对建筑工地的476名工人进行同样的研究，他们同样投入工作，在关怀他人的环境中工作，但工资却比其他人低，结果会怎样?结果会完全不同。因此，社会经济条件、经济生存资料是这类研究的必要因素。
when the locus of control is internal and aligned, employees tend to do well in their scope of work and thus remain satisfied. Lastly, when employees are emotionally stable, steady, and assess their internal stability to counter external circumstances, their performance flourishes and satisfaction is inevitable. These four traits are important indicators of core self-evaluation through which the employees judge themselves, express and implement their commitment, remain in productive action and internally satisfied. Hence, these factors are the responsibility of external conditions bestowed upon by the organisation, under the influence of which all employees work and reach their notions of job satisfaction. Ultimately, the organisational culture is what is to be blamed for both job satisfaction and job dissatisfaction, because all external conditions define the reactionary trends expressed by employees’ performance and levels of satisfaction. One of the benefits of measuring job satisfaction after infusing a healthy organisational culture is the establishment of a link between job performance and satisfaction. Hence, broad indicators that define and impact the self-esteem and self-efficacy of employees are changed and utilised to produce productive work, job performance automatically goes up culminating into job satisfaction.
Fu and Deshpande (2013) carried out an interesting research with 476 Chinese insurance employees in relation to the connection between job satisfaction, job performance, and organizational commitment. What they found out was rather interesting. As per their research, employees who were working in a caring climate in organisations tended to show higher job satisfaction and increased organisational commitment. They argued that a caring climate in the organisation is a precursor to the heightened levels of organisational commitment and job performance, which in turn increases the levels of job satisfaction. However, the research did not address the different levels of satisfaction expressed by men and women, and different age groups and the varied scope of work. It is important and relevant to consider the type of industry utilised – the insurance industry – which is far different in its scope of work than manufacturing. Even the pay scale of manufacturing workers and insurance workers vary to a wide extent, which is a factor of influence in determining the levels of satisfaction felt by employees. Thus, reaching a conclusive finding based on factors that are incomplete on their own to determine the extent of job satisfaction cannot be fully trusted. What if the same research is conducted with 476 labourers on a construction site who are equally committed and work in a caring environment but are paid extremely low wages compared to others? The result would then be drastically different altogether. Hence, socio-economic conditions, economic means of subsistence are essential factors to be included in a research of this type.
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