摘要
通过对视睿科技的调查访谈以及公开数据的整理,针对组织支持资源如何影响员工幸福感的内在机理进行了案例分析。研究表明,组织支持资源不仅能够在一定程度上促进家庭支持资源,同时,也能够通过工作家庭促进来提升员工的工作满意度、家庭满意度及个人满意度,进而提高员工幸福感。此外,积极情感溢出在该过程中起到重要作用,从而使员工的工作、家庭与个人之间形成良性循环。在此基础上,构建了组织支持资源影响员工幸福感内在机理的理论模型,以期对管理实践中员工幸福感的影响因素进行解析。
This paper conducts a case study through the investigations, interviews and collation of publicly available data. It suggests that organizational support resources are not only able to promote family support resources, but also contribute to improving employees＇ job satisfaction, family satisfaction and personal satisfaction through Work-Family-Person Facilitation, further to improve employee well-being. In addition, positive emotions overflow in this whole process have played an important role so that the work, families and individuals form a virtuous circle. On this basis, we build the theoretical model of inherent mechanism, which describe how organizational support resources affect employee well being. Finally, We also point out that future studies can combine external factors with internal factors, which affect staff wellwewewell being.
出处
《管理学报》
CSSCI
北大核心
2014年第2期206-214,共9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)
关键词
支持资源
工作家庭个人促进
员工幸福
organizational support resources
work-family-person facilitation
employee well-being
作者简介
通讯作者：陈春花（1964～），女，广东湛江人。华南理工大学（广州市510640）工商管理学院教授、博士研究生导师；新华都商学院教授。研究方向为组织与文化管理、中国本土企业成长。Email：bmchchen@scut．edu．cn
