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容许工作与非工作相互渗透通常被组织看作是提高员工幸福感的重要管理策略,然而,大量实证研究并不给予一致的支持。本文根据社会交换平等理论和资源保存理论,认为工作与非工作的相互渗透对员工幸福感的影响,不仅取决于工作与非工作两者之间边界渗透性的程度,还取决于该边界渗透的方向性和不对称性,即当工作向非工作渗透程度低于非工作向工作渗透程度时,员工的幸福感高;当工作向非工作渗透程度高于非工作向工作渗透程度时,员工的幸福感低;在工作与非工作边界相互渗透对称的情况下,该边界渗透程度越高,员工的幸福感越高。本文通过收集样本数据对这些假设进行了验证,研究结论为组织的员工工作与非工作边界的设计与管理提供了理论依据,也对旨在提高员工幸福感的人力资源管理实践有指导意义。本文最后给出了相应的策略建议。
Permission to allow work and non-work to penetrate each other is often seen as an important management strategy to improve employee well-being. However, a large number of empirical studies do not give unanimous support. According to the theory of social exchange equality and the theory of resource conservation, this paper argues that the influence of the mutual penetration of work and non-work on the happiness of employees depends not only on the degree of boundary permeability between work and non-work, but also on the infiltration of the boundary Directionality and asymmetry, that is, when the work penetration to non-work is less than non-work to work penetration, the employee’s high sense of happiness; when the work to non-work penetration is higher than non-work to work penetration, the staff Low sense of well-being. When the working and non-working boundaries are infiltrated and symmetrical, the higher the boundary is, the higher the sense of well-being of employees. The paper validates these hypotheses by collecting sample data. The research conclusion provides a theoretical basis for the design and management of employees’ work and non-work boundaries, and is also instructive for human resource management practices designed to improve employee happiness. At the end of this paper, the corresponding strategy suggestions are given.