Research on Social Organization Employee's Job Satisfaction in China Based on Multi-level Factor Analysis Method

Abstract

Human resource is the core resources of social organization, and social organization employee's job satisfaction is also the key research topic in charity research. On the basis of the national survey, this paper draws factor analysis method to evaluate employee's job satisfaction of 438 social organizations in China, and takes four principal components as measurement indicators of the criterion level through analytic hierarchy process, the ten domains of social organization as measurement indicators of the program level. The finding shows: (1) Social organization employee's job satisfaction scores low in China. (2) Employee recognition makes up the most important weight of social organization employee's job satisfaction. (3) The difference among the fields of social organization employee's job satisfaction is huge. Social organization is a special organization with Chinese characteristic, which is similar with NGO, NPO and CSO. Social organizations are compose of foundation, non-governmental non-commercial enterprise and association, which are usually divided into ten domains, including education, health, culture, technology, sports, labor, civil affairs, social medium service, legal service and others. At present, a dilemma of social organization is the growing labour shortage, exacerbated by an increasing demand for human resource, fewer employees starting and more employees leaving the profession for the other sectors. According to the Ministry of Civil Affairs of the People's Republic of China, there were 440 thousand social organizations and 6.18 million employees, which accounts for only 0.5% of the population in 2010; the number of social organizations increased to 500 thousand in 2012, while the total employees decreased to 6.13 million, which accounted for only 0.48% of the population. The phenomenon draws increasing research attention to the motives, reward preferences and job satisfaction of staffs in social organization. A better understanding of these issues and of the facets affecting employee's intention to remain employed should benefit their retention. Unlike for-profit organization and public sector, however, research on social organization employee's job satisfaction remains scant. Job satisfaction is one of the strongest predictors of intent to stay and retention, and there is also some evidence that the quality of service is related to providers' job satisfaction (1) . A better understanding of social organization employee's job satisfaction can therefore benefit the sector significantly (2) .