能动主义视角下的工作幸福管理  

A Study on Workplace Well-being Management Based on the Activism

作　　者：陈建安[1] 金晶[1] 

机构地区：[1]武汉大学经济与管理学院,湖北武汉430072

出　　处：《经济管理》2013年第3期183-194,共12页Business and Management Journal ( BMJ )

基　　金：国家社会科学基金青年项目"社会契约理论视角下的人力资源管理创新研究"(10CGL009);教育部人文社会科学研究青年项目"大学生创业者的人力资本;社会资本和心理资本协同开发"(09YJC630175);中国博士后科学基金资助项目"危机情境中组织修复员工信任的机理研究"(20110491195)

摘　　要：西方企业管理学界越来越重视工作幸福感理论研究,并逐渐成为人力资源管理领域中新的取向和视角。尤其是随着员工活跃程度的显著提高以及"人本主义"思潮的回归,在幸福管理中员工和组织的能动主义渐成趋势。本文从员工和组织视角分别辨析了工作幸福感的标准,提出了积极主义视角下组织的员工幸福主动嵌入管理,归纳了能动主义视角下员工的幸福主动追求行为。在此基础上,提出组织与员工互动视角下工作幸福持续增强的双螺旋系统。With the significant increase of employee proactive and the return of humanistic, the workplace well-being is being more and more paid attention by western enterprise management, and gradually becoming the new orientation in the field of organizational behavior. Especially the new employees after 80s and 90s entering the workplace, their characteristic of proactive behavior is more obvious than the last generation. Workplace well-being is not able to be accomplished only by the employees, but to be built on the basis of an organization pursuit the efficiency and benefit. Therefore more and more enterprises realize the human resource management challenge brought by the change of employee psychological demand and their proactive behavior, both employee and organization are activism in well-being management. Many scholars defined the nature of well-being while working from different perspectives in order to provide guidance to measure and enhance the workplace well-being of the employees. In this paper, considering the employ- ees and organization have different understandings of workplace well-being, the standard of workplace well-being was analyzed from the respective viewpoints of employee and organization. More and more companies began to focus on the creation of well-being enterprise, hoping to create a possible and well-being environment for employees which will help them increase well-being and health. However, workplace well-being and unwell-being is not a linear rela-tionship, the prevention and control strategies of the organization are also very important. This paper first summarizes the organization passive response strategy of well-being management, introducing the organizational behavior method of well-being management, then put forward the organization active embedded management of employee well-being, such as work design, work situation method, psychological capital value-added services and staff development plan, which will help employees translate from the unwell-being state to well-being state or

关 键 词：能动主义 工作幸福 员工主动行为 组织-员工互动 

分 类 号：F270[经济管理—企业管理]