基于ERG理论的工作幸福感激励模型
The Incentive Model of Workplace Well-Being Based on the ERG Theory

作者: 邵康华 * , 廖建桥 :华中科技大学管理学院,武汉; MohsinBashir :政府学院大学管理研究学院,费萨拉巴德,巴基斯坦;

关键词: 工作幸福感ERG理论激励模型Workplace Well-Being ERG Theory Incentive Model

摘要:
本研究基于ERG理论,从生存需求、关系需求和成长需求三个维度构建了一个工作幸福感激励模型,并提出通过优化薪酬体系、完善劳动保障、适度授权、塑造和谐组织文化、实现员工自我价值和设置职业双晋升通道等方面提升工作幸福感。

Abstract:
This paper builds an incentive model of workplace well-being based on the ERG theory from the view of existence requirement, relatedness requirement and growth requirement. The paper also proposes several means to improve workplace well-being, such as optimizing salary system, perfecting labor safeguard, appropriate authorized, shaping the harmonious organizational culture, realizing self-worth and setting up double promotion channel.

文章引用: 邵康华 , 廖建桥 , MohsinBashir (2013) 基于ERG理论的工作幸福感激励模型。 现代管理, 3, 108-112. doi: 10.12677/MM.2013.33019

参考文献

[1] A. Boyd. Employee traps-corruption in the workplace. Manage- ment Review, 1997, 86(8): 9.

[2] R. H. Price, R. Hooijberg. Organizational exit pressures and role stress: Impact on mental health. Journal of Organizational Behavior, 1992, 13(7): 641-651.

[3] S. Cartwright, C. L. Cooper. The psychological impact of merger and acquisition on the individual: A study of building society managers. Human Relations, 1993, 46(3): 327-347.

[4] E. Zeller. Outlines of the history of greek philosophy. New York: Dover Publications, 1980.

[5] 孙效智. 道德与幸福之间[J]. 人文及社会学科学通讯, 1997, 8(2): 29-43.

[6] 王佳艺, 胡安安. 主观工作幸福感研究述评[J]. 外国经济与管理, 2006, 28(8): 49-55.

[7] C. L. Cooper, S. Cartwright. Healthy mind, healthy organiza- tions: A proactive approach to occupational stress. Human Re- lations, 1994, 47(4): 455-471.

[8] K. Smith, D. S. Kaminstein and R. J. Makadok. The health of the corporate body: Illness and organizational dynamics. Journal of Applied Behavioral Science, 1995, 31(3): 328-351.

[9] D. G. Blanchflower, A. J. Oswald. What makes an entrepreneur? Journal of Labor Economics, 1998, 16(1): 26-60.

[10] E. L. Deci, R. M. Ryan. A motivational approach to self: Inte- gration in personality. In: D. Dienstbier, Eds., Nebraska Sympo- sium on Motivation: Vol. 38. Perspectives on Motivation. Lin- coln: University of Nebraskapress, 1991: 237-288.

[11] R. A. Easterlin. Income and happiness: Towards an unified theory. The Economic Journal, 2001, 111(473): 465-484.

[12] C. Graham, S. Pettinato. Happiness and hardship: opportunity and insecurity in new market economies. Washington DC: The Brookings Institution, 2002.

[13] N. David. Healing the wounds: Overcoming the trauma of lay- offs and revitalizing downsized organizations. San Francisco: Jossey-Bass, 1993.

[14] 郑晓明, 张弛, 于海波, 张进. 神华神东煤炭集团有限责任公司员工主观幸福感影响因素研究[J]. 管理案例研究与评论, 2010, 3(3): 203-214.

[15] 郑伯埙. 差序格局与华人组织行为[J]. 本土心理学研究, 1995, 3: 142-219.

[16] J. L. Farh, B. S. Cheng. A Cultural analysis of paternalistic leadership in Chinese organizations. In: J. T. Li, A. S. Tsui and E. Weldon, Eds., Management and Organizations in the Chinese Context. London: Aacmillan, 2000: 84-127.

[17] 张华, 李志. 企业青年员工工作幸福感的调查研究[J]. 青年探索, 2006, 14(1): 28-31.

[18] J. R. Edwards, N. P. Rothbard. Work and family stress and well- being: An examination of person-environment fit in the work and family domains. Organizational Behavior and Human De- cision Processes, 1999, 77(2): 85-129.

分享
Top