心理报酬与员工工作投入度关系的实证研究  

作　　者：罗红卫[1] 

机构地区：[1]重庆三峡学院经管学院

出　　处：《企业经济》2012年第1期85-87,共3页Enterprise Economy

摘　　要：通过对员工的访谈及结合162份有效问卷的数据分析,验证了员工心理报酬的四个维度,即富有挑战性工作、受到尊重、获得培训机会和享有弹性工作时间与员工工作投入度成正相关关系。在此基础上对工作设计提出:设立适当的绩效目标、轮岗,让员工不断去挑战自我,激发工作投入激情;建立评选机制,宣传先进事迹,以及塑造相互尊重的企业文化,以激发员工工作热情。Through interviewing the staff,and analyzing the data about 162 val id questionnaires,this paper verified that four dimensions of the employee psyc hology： challenging work,to be treated with respect,obtaining training opportu nities,and flexible working hours are positively correlated with job commitment degrees.And thus,the paper proposed that work design should set appropriate p erformance goals,work shift,make the staff constantly challenge themselves to inspire enthusiasm,establish evaluation and selection mechanism,and propagandi ze outstanding deeds,and cultivate enterprise culture with mutual respect to in spire the staff＇s work enthusiasm.

关 键 词：激励 心理报酬 工作投入度 工作设计 

分 类 号：F240[经济管理—劳动经济]