Study On The Job Satisfaction Of Employees In Heilongjiang Forest Industry Based On Structural Equation Model

The state has increased investment in forestry construction and actively developed ecological economy due to the idea of ecological civilization.The forestry development is not only creating unlimited opportunities,but also providing favorable conditions for the rapid development of the forest resources of Heilongjiang Province.However,due to the serious loss of human talents and the lack of human resource management,there is a big conflict between the forestry construction plan and actual development.The whole development is not efficient enough to meet the rapid development of forestry economy in Heilongjiang Province.Therefore,the solution on how to improve work efficiency,employee satisfaction,self-reflection and self-improvement scientifically is the key factor to maximize the productive of employees.This issue is not only related to the development level of social benefits and economic benefits in state-owned forest area in Heilongjiang Province,but also to a large extent restricts the four major Chinese forestry group in the ecological environment construction.Therefore,based on the actual situation of the General Administration of Forestry in Heilongjiang Province,especially after a total shutdown of logging,the forest industry enterprises are facing a critical period of transformation and development.It is necessary to conduct a study on the staff work satisfaction in Administration of Forestry to improve employee satisfaction and innovation and give theoretical support for reform and development of the forestry area.Based on the theory of job satisfaction mentioned in past papers,writer will use the survey data,the software SPSS21.0 and Amos21.0 to analyze the job satisfaction of Heilongjiang Province General Administration of Forestry.Firstly,through searching of past literature,the employee structural satisfaction model of Heilongjiang Province is set up based on employee expectation,employee perception,perceived value,employee job satisfaction,loyalty and job performance as potential variables.Secondly,based on the six latent variables,the survey targeting the staff of Heilongjiang Province General Administration of Forestry is compiled.Through analyzing the survey result,the overall level of employee satisfaction of Heilongjiang Province General Administration of Forestry is obtained which provided the data foundation for this research.In addition,the writer analyze the relationship between employee expectation,employee perception,perceived value,employee job satisfaction,loyalty and job performance to constructs the path model of job satisfaction of employees,and uses the software Amos21.0 to perform a fitting test on the data to formulate a valid modle.Finally,the paper puts forward the countermeasures and suggestions to improve the job satisfaction of the employees.The following conclusions are drawn from the research:(1)The total surplus of human resources in Heilongjiang Province is too low,the age structure is irrational,the proportion of gender is not balanced,the number of highly educated personnel is low,and the proportion of professional and technical personnel is low.(2)According to the analysis of the structural equation model,the employee expection has a significant negative impact on the employee perception;the employee perception has a significant positive impact on the perceived value;the employee expectation has a significant negative impact on the perceived value;the perceived value has a significant positive impact on employee satisfaction;the employee perception has a significant positive impact on job satisfaction,the employee expectations have a significant negative impact on employee job satisfaction,employee job satisfaction has a significant positive impact on loyalty;employee job satisfaction has a significant positive impact on job performance;and loyalty has a significant positive impact on job performance.(3)Heilongjiang Province General Administration of Forestry can formulate scientific human resource planning,strengthen staff incentives,set up a reasonable management system and establish training system in order to better improve employee job satisfaction.