Job Satisfaction And Its Influencing Factors Of Grass-roots Food Supervisors In Three Cities Of Anhui Province

Objective To comprehend the status of the job satisfaction of the grass-roots food supervisors in Three Cities Anhui Province,analyze the relationship between the level of satisfaction and the demographic characteristics,and discuss the influencing factors of job satisfaction,and provide the data basis for the design of human resources related policies in the basic food supervision.MethodsOne city was selected in the south,middle and northern of Anhui,and the questionnaire was issued on the food supervision training course of the market supervision and management of the city.The questionnaire includes two parts: demographic characteristics such as sex,age,working life,entry mode,and monthly income.The JSS(Job Satisfaction Survey),developed by Professor Spector in 1895,includes 36 indicators of 9 dimensions,namely,salary,promotion,boss,Welfare,identity,rules and regulations,concurrent work nature and communication dimension.Main results and conclusions(1)There were 313(66.6%)men and 157(33.4%)women,30 years old and below 189(40.3%)and 137(29.1%)for 41-50 years of age;undergraduate and above were 344(73.2%)persons;the administrative unit of the unit was $40.3%.The business was transferred to 233(49.6%)and 174(37%)after the integrated examination;194(41.3%)for years of work and 112(23.8)for more than 5 years and 112(23.8)for 25 years and less than 3000 in monthly income.(2)The total satisfaction score of Anhui provincial level food regulators was(103.65±16.73),which was in the level of "no satisfaction or dissatisfaction",of which the salary satisfaction was 9.92±2.52,the promotion satisfaction was 10.01±2.68,the superior satisfaction was 13.49±2.84,the welfare full meaning was 10.41±2.52,and the colleague satisfaction was 13.31±2..57,the degree of satisfaction of communication is12.74 ± 2.67,the satisfaction degree of identity is 10.93 ± 2.58,the degree of satisfaction of the rules and regulations is 10.36±2.27,the job satisfaction is 12.48±2.74,and the salary dimension is "unsatisfactory",and the other dimensions are "general".(3)The results of single factor analysis show that there are no statistical differences between different educational backgrounds and different supervision regions.There are statistical differences in different regions,sex,age,different age,different ways of joining,different working years and different income levels,among which the highest in the northern part of Anhui Province and the second in the middle of Anhui Province.At the lowest level in southern Anhui Province,women's job satisfaction is higher than that of men,with the highest degree of satisfaction of 30 years old and below,41-50 years old,51 and above third,and the lowest 31-40 years old.The lowest score was 5 years and the highest,16-25 years,25 years,third and 6-15 years,with the lowest monthly salary of 3000 and below,3000-4000,4000 and above.(4)Multi factor analysis shows that the region and the way of joining are the influencing factors of job satisfaction.The satisfaction degree is increasing in the north of Anhui(b=3.98,95%CI is 3.08~4.88),and the way of joining is that the degree of satisfaction is lower than the way of joining as well as the other(b=2.89,95%CI is 0.96~4.81)..Suggestions(1)Improve the assessment system and optimize the salary structure.In the scope of institutionalization and standardization,the core indicators for the performance assessment of the grass-roots food regulators are extracted and quantified.At the same time,the index coefficients of education and seniority are increased in the assessment system,and the salary range is accelerated to improve the salary and welfare of people with high degree of education and long working years,so as to improve their enthusiasm.(2)Make good use of the results of examination and evaluation,perfect the promotion system to improve the mechanism of the lifting mechanism of the grass-roots foodregulators,and combine the evaluation results,the lifting system and the career development.First,we should strictly implement the results of the examination and make the impact on the job and the position and position of the job.It is the assessment that the assessment is the means and evaluation of the assessment.The result is the most important.Secondly,we should guide the horizontal development of the promotion system,diversify the ways of promotion,encourage grass-roots supervisors to develop in different ways,and realize their own other values.Finally,to improve the system of competition and open selection,the ability and qualifications should be more inclined to the role of capacity factors,but it does not ignore the importance of seniority.(3)Pay attention to people-oriented and improve professional recognition.In the exploration period of the reform of the food supervision system,the national food supervision mechanism at the grass-roots level is not the same,the national regulatory system is not unified,and each system has its advantages and disadvantages.The rumor of the reform has been continuous,which leads to the low sense of identity of the grass-roots food regulators and the low sense of belonging to the supervision and management of the market.Its satisfaction is also low.We should unify the supervision system,straighten out the relationship between the upper and lower institutions,gradually establish a unified and open competition and orderly modern market system,further promote the comprehensive law enforcement of market supervision,improve the sense of belonging of the grass-roots regulators and improve their job satisfaction.