Research On The Job Satisfaction Of The Library Employees Born In 1980s And Organizational Commitment

Young practitioners born in 1980's (will be noted as 1980's employees afterwards) have been or are going to enter various types of libraries, and start becoming new forces in this field. However, the managerial team has concerned about problems like, customers' unevenly satisfaction reactions, caused by low levels of organizational commitments from 1980's employees.Library managers should adjust their management styles based on 1980's employees' exact characteristics to suit theories into most efficient ways. Nevertheless, they should focus on the new topics of trying hard in enhancing 1980's employees' satisfaction and organizational commitment levels, and steadying themselves in conducting library services. Currently, numbers of domestic and foreign scholars have worked constantly onto research topics of relationships between job satisfactions and the organizational commitments. Although studies in those areas have made achievements already, few of the projects are focusing especially in 1980's employees' cases. This paper will look into those issues from a whole new managerial perspective.In viewing this, by conducting the recall studies, researches, and survey methods, a preliminary study will show the variables in the statistical differences between individuals of the 1980's employees' organizational commitments and job satisfactions, and main factors which can cause the differences.By using recall studies, we can reveal exchange of methods and conversion mechanism of 1980's employees'organizational commitments and job satisfactions. Through surveys of 392 librarians, we can measure people's attitudes of 1980's employees' work satisfaction and organizational commitments level, and then build a model based on this survey. Valid questionnaire survey also showed the following results:First, show the job satisfaction and organizational commitment in three dimensions. Second is to show the variable in the relationship between job satisfactions and organizational commitments of 1980's employees". Third, show positive and negative correlations between job satisfactions and organizational commitments.This paper will also compare job satisfactions and organizational commitments levels from employees born in 1980-1985 and employees born in 1986-1990. The results of questionnaires show those two groups of employees'satisfaction factors and organizational commitment level are ranged around 3 points, which has a large gap from high scores (4 points). Total full-range is from 34 to 115, and the total mean value is 79.8 (theoretical mean of 74.5), the mean value is only slightly higher than the theoretical average.Those statistics show that most libraries in our province are obtaining low organizational commitment levels. Therefore, managerial teams should focus closely in enhancing how to lift up the satisfaction level, thereby increasing the level of organizational commitment. Here are some suggestions as followed:First, be fair. According to this research, fair of satisfaction is the most influential factors which can cause differentials of organizational commitment level. Managers of the library should particular attention from the fairness of the training opportunities, promotions, wages, welfares, and so on.Secondly, build value. Build library employees'identity the libraries' values, enhance the sense of the value of their work to create a harmonious, democratic organizational atmosphere to improve their satisfaction of organizational atmosphere.Finally, manage the talents. This means mean have a long job contract with some outstanding employees. Leaders of library should make career planning for employees, and try retaining talents within the organization. The phenomenon of inverse relationships between job satisfaction and continued commitment is indicating the lack of attractiveness from library industry of high-quality personnel. While most libraries the lack of effective measures and mechanisms, it is difficult to retain them, which is detrimental to the development library.To sum up, we should target on construction and reform of different factors and aspects, which can impact staffs'job satisfaction, to effectively enhance their satisfaction and organizational commitment levels, and ensure healthy and harmonious development of libraries.