组织支持资源对员工幸福感的影响机制:双案例比较研究  

Mechanism of Organizational Support Resources Influencing the Employee Well-Being:A Comparative Double-Case Study

作　　者：陈春花[1] 宋一晓[1] 

机构地区：[1]华南理工大学工商管理学院

出　　处：《管理学报》2014年第11期1639-1645,共7页Chinese Journal of Management

基　　金：教育部人文社会科学研究规划基金资助项目(11YJA630004);中央高校基本科研业务费资助项目(x2gsD2117810)

摘　　要：在对腾讯以及星巴克两家企业的调查访谈及公开资料整理的基础上,对企业如何通过5类组织支持资源提高员工幸福感及工作绩效进行了探讨。研究发现,市场动荡性、领导者价值观以及员工特质将促使不同企业提供不同的组织支持资源,但最终都能有效地提高员工幸福感与工作绩效。此外,阐明了组织支持资源对员工幸福感的作用机理。By extensive interviews in two enterprises, including Tencent and Starbucks, and collating public information, this study aims to investigate how enterprises improve employee well-being and job performance by providing organizational support resources. The result shows that the industry attributes, values of leaders and different qualities of employees will enable enterprises to provide different organizational support resources, but all of them can improve employee well-being and job performance effectively. On this basis, the role model of organizational support resources is built.

关 键 词：组织支持资源 员工幸福感 工作绩效 

分 类 号：C93[经济管理—管理学]