基于心理资本影响的员工福利满意度提升策略  

Strategies for Improving Employee Welfare Satisfaction Based on Psychological Capital Effect

作　　者：杨佩 王一崴 朝发树 Yang Pei;Wang Yiwei;Chao Fashu

机构地区：[1]国网湖南省电力有限公司 [2]国网湖南省电力有限公司岳阳供电分公司 [3]湖北国策汇文项目管理咨询有限公司

出　　处：《中国人事科学》2019年第3期41-48,共8页Chinese Personnel Science

摘　　要：心理资本是个体在成长和发展过程中表现出来的一种积极心理状态,对员工主观幸福感以及工作满意度、工作绩效等具有重要影响。对Y企业福利满意度调查分析表明,基层员工消极的心态使得员工对福利的感受是未知、被动和不幸福的,由于个人心理资本的影响,基层员工容易产生负面情绪,导致对福利感知和激励效应较弱,由此出现工作的积极性、责任感不高,职工的满意度和幸福感较低。反之,管理者是正能量起主导作用,责任感、积极性较高,因此对福利的激励效果感知较强,个人的满意度也就较高。因此,管理者除了积极地改善和创新福利项目和福利管理外,还需从根本上改变员工的心态,促使员工以积极的状态看待和享受职工福利,以提高职工的满意度和幸福感。Psychological capital is a positive psychological state that individuals show in the process of growth and development, it has a significant impact on subjective well-being and employee job satisfaction and job performance. The analysis of satisfaction survey of Y corporate welfare shows that the negative attitude of grassroots employees makes employees feel unfamiliar, passive and unhappy. Due to the influence of personal psychological capital, grass-root employees are prone to negative emotions, resulting in weak welfare perception and incentive effects, subsequently low enthusiasm and sense of responsibility for work, low employee satisfaction and well-being. On the other hand, as positive energy, managers play a leading role, and have higher sense of responsibility and enthusiasm. Therefore, they have stronger perception of the incentive effect of welfare and higher personal satisfaction. Therefore, in addition to actively improving a.nd innovating welfare programs and welfare management, managers must fundamentally change the mentality of employees and encourage employees to treat and enjoy employee benefits in a positive state, so as to improve employee satisfaction and happiness.

关 键 词：心理资本 福利满意度 职工幸福感 

分 类 号：C93[经济管理—管理学]