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  4. 民营企业员工工作幸福感可控前因及绩效后果研究
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民营企业员工工作幸福感可控前因及绩效后果研究

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摘要

在复杂多变的商业环境中,企业传统的人力资源管理已经难以应对日益频发的员工职业倦怠、人际间矛盾冲突、频繁跳槽等局面与问题。企业员工工作的价值与意义早已不再是传统的雇佣模式下,通过出卖劳动力或智力从而获得工资以实现“养家糊口”的目的那么单纯与简单,员工也希望通过辛勤的工作,以获得个体的幸福感、荣誉感与认同感等。对于现代企业的管理者而言,员工追求事业的提升、个人价值的实现,不仅体现在薪酬、福利待遇的提升,更重要的是员工个人的成长以及潜能和竞争力的提升。

随着组织行为学和心理学的不断发展与演变,与员工幸福感相关的研究备受关注。对现代企业而言,管理者借助制度设计对员工幸福积极管理,可以最大限度地发挥员工的积极性、主动性与创造性,实现员工与企业之间的利益相趋同,从而更为高效地实现组织的目标。基于此,本文以民营企业员工工作幸福感作为研究的切入点,借助理论分析、问卷调查和实证分析相结合的研究方法,系统深入地研究我国民营企业员工工作幸福感的构成、可控前因和绩效后果等问题。

本文研究发现:

第一,员工薪酬的提高有助于员工工作幸福感的提升,薪资对基层员工幸福感的影响显著高于其对高层员工幸福感的影响;

第二,完善的晋升机制对于中层员工而言更能提升其幸福感,完善的晋升机制更有利于中层员工;

第三,公平性的提高有助于提高员工工作幸福感,而且这种正效应更多体现在基层员工群体之中;

第四,高层员工更注重自我价值的实现,高层员工的工作挑战性越高,其自我实现需求获得的满足感则约高,但是对于基层员工和中层员工而言,其效果则恰恰相反,基础员工和高层员工更多地将工作挑战性和压力看作是一种负面的因素;

第五,员工幸福感的确会给企业带来正向的绩效。

本文的研究框架和实证结论不仅可以丰富学术界有关员工工作幸福感的研究,而且为企业管理者进行绩效管理以及员工工作质量的提升提供理论和实证借鉴。

Date Created
2019
Contributors
  • Shu, Man (Author)
  • Shen, Wei (Thesis advisor)
  • Wu, Fei (Thesis advisor)
  • Chen, Xin (Committee member)
  • Arizona State University (Publisher)
Topical Subject
  • Business Administration
  • controllable antecedent
  • employee happiness
  • performance consequence
  • private enterprise
Resource Type
Text
Genre
Doctoral Dissertation
Academic theses
Extent
87 pages
Language
chi
Copyright Statement
In Copyright
Primary Member of
ASU Electronic Theses and Dissertations
Peer-reviewed
No
Open Access
No
Handle
https://hdl.handle.net/2286/R.I.53514
Level of coding
minimal
Note
Doctoral Dissertation Business Administration 2019
System Created
  • 2019-05-15 12:25:12
System Modified
  • 2021-08-26 09:47:01
  •     
  • 1 year 6 months ago
Additional Formats
  • OAI Dublin Core
  • MODS XML

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