本文選題：企業(yè)員工　切入點(diǎn)：主觀幸福感　出處：《山西醫(yī)科大學(xué)》2017年碩士論文　論文類型：學(xué)位論文

【摘要】：目的1、了解員工主觀幸福感的現(xiàn)狀和特點(diǎn),探討影響員工主觀幸福感的因素。2、探討積極心理干預(yù)對(duì)提高員工主觀幸福感、心理資本和組織承諾的作用。方法1、調(diào)查研究:采用《總體幸福感量表》、《心理資本量表》和《組織承諾量表》調(diào)查北京市某教育機(jī)構(gòu)605名員工,以了解員工主觀幸福感的特點(diǎn)和現(xiàn)狀,并分析其影響因素。2、干預(yù)研究:招募78名志愿者,其中38人為干預(yù)組,40人為對(duì)照組。根據(jù)調(diào)查研究結(jié)果和民營(yíng)教育機(jī)構(gòu)員工心理特點(diǎn)設(shè)計(jì)積極心理干預(yù)輔導(dǎo)方案。對(duì)對(duì)照組進(jìn)行共計(jì)6次,每次90-120分鐘的輔導(dǎo),對(duì)照組不干預(yù)。研究結(jié)束后給對(duì)照組發(fā)放學(xué)習(xí)資料。3、測(cè)量法:在積極心理干預(yù)開始前十天、結(jié)束后和結(jié)束后一個(gè)月,采用《總體幸福感量表》、《心理資本量表》和《組織承諾量表》對(duì)干預(yù)組、對(duì)照組進(jìn)行測(cè)量,采用重復(fù)測(cè)量方差分析、獨(dú)立樣本t檢驗(yàn)等統(tǒng)計(jì)方法進(jìn)行數(shù)據(jù)處理。結(jié)果1、調(diào)查研究結(jié)果:員工主觀幸福感總分為79.91±14.274分。主觀幸福感在性別、工作年限上的差異無統(tǒng)計(jì)學(xué)意義,在年齡、受教育程度和婚姻狀況上的差異有統(tǒng)計(jì)學(xué)意義。在年齡上存在差異(F=16.440,p0.01),其中40歲以上組的得分最高(89.51±12.395),20-30歲組得分最低(77.51±13.770);在受教育程度上存在差異(F=2.914,p0.05),高中組得分最高(83.22±12.914),初中及以下組得分最低(76.84±16.458)。在婚姻狀況上存在差異(F=10.671,p0.01),其中離婚或喪偶組得分最高(89.45±10.270),未婚組最低(77.70±14.130)。員工心理資本、組織承諾和主觀幸福感相關(guān)顯著,心理資本和組織承諾皆可在一定程度上預(yù)測(cè)主觀幸福感,心理資本既可以直接預(yù)測(cè)主觀幸福感,又可以通過組織承諾間接作用于主觀幸福感,組織承諾在二者間起中介作用。2、干預(yù)研究結(jié)果:對(duì)前測(cè)、即時(shí)后測(cè)和延時(shí)后測(cè)各個(gè)指標(biāo)進(jìn)行的重復(fù)測(cè)量方差分析結(jié)果表明,干預(yù)組和對(duì)照組在主觀幸福感總分、心理資本總分和組織承諾總分上處理效應(yīng)、時(shí)間效應(yīng)、處理與時(shí)間的交互作用上存在顯著差異。在對(duì)生活的滿足與興趣上,處理效應(yīng)(F=6.494,p0.05)、時(shí)間效應(yīng)(F=14.947,p0.01)和處理與時(shí)間的交互效應(yīng)(F=8.025,p0.01)顯著;在精力上,處理效應(yīng)(F=13.869,p0.01)、時(shí)間效應(yīng)(F=11.316,p0.01)和處理與時(shí)間的交互效應(yīng)(F=5.299,p0.01)顯著;在憂郁和愉快的心境上處理效應(yīng)(F=14.148,p0.01)、時(shí)間效應(yīng)(F=7.094,p0.01)和處理與時(shí)間的交互效應(yīng)(F=4.531,p0.05)顯著;在松弛與緊張上,處理效應(yīng)(F=9.269,p0.01)、時(shí)間效應(yīng)(F=11.288,p0.01)和處理與時(shí)間的交互效應(yīng)(F=6.942,p0.01)顯著。對(duì)干預(yù)組對(duì)照組在不同時(shí)點(diǎn)的比較后發(fā)現(xiàn),干預(yù)組的主觀幸福感、組織承諾的即時(shí)后測(cè)與延時(shí)后測(cè)得分顯著高于前測(cè),干預(yù)組的心理資本總分即時(shí)后測(cè)高于前測(cè)。結(jié)論1、員工心理資本和組織承諾是主觀幸福感的影響因素。2、員工主觀幸福感為中等水平,主觀幸福感在年齡、受教育程度、婚姻狀況上差異顯著。3、積極心理干預(yù)對(duì)于提高員工主觀幸福感水平有一定效果。通過干預(yù),員工的主觀幸福感、心理資本和組織承諾均有所提高。
[Abstract]:Objective to understand the status and characteristics of 1 employees of subjective well-being, to explore the factors affecting employee subjective well-being of the.2, to explore the positive psychological intervention to improve the employees' subjective well-being, psychological capital and organizational commitment. 1 research methods, survey: the < GWBS >, < > a psychological capital scale educational institutions and organizational commitment scale < > Beijing city survey of 605 employees, with the characteristics and status of the subjective well-being of employees understand and analyze the influencing factors of.2, intervention study: recruit 78 volunteers, 38 of them for the intervention group, the control group of 40 people. The design of positive psychological intervention counseling program according to the psychological characteristics of investigation the private education institutions and employees. The control group was given a total of 6 times, every 90-120 minutes of counseling, the control group was not treated. After the end of the study to control learning materials.3 group distributed measurement method: the positive psychological intervention before the start of the ten After the end of the day, and after the end of a month, the "general well-being scale", "psychological capital scale" and "organizational commitment scale" of intervention group and control group were measured by repeated measures ANOVA, independent samples t test statistical methods for data processing. Results 1, investigation and study results: the employees' subjective well-being score was 79.91 + 14.274. The subjective well-being in gender, no significant difference, working years in age, there were statistically significant differences in the level of education and marital status. There are differences in age (F=16.440, P0.01), of which more than 40 year old group (the highest score 89.51 + 12.395), 20-30 years old group the lowest score (77.51 + 13.770); the differences in education level (F=2.914, P0.05), high school set the highest score (83.22 + 12.914), junior high school and below the lowest score group (76.84 + 16.458). The differences in marital status (F=10.671, P0.01) Among them, divorced or widowed group got the highest score (89.45 + 10.270), unmarried group was the lowest (77.70 + 14.130). Psychological capital, organizational commitment and subjective well-being were significantly related with the psychological capital and organizational commitment can forecast subjective well-being in a certain extent, the psychological capital can directly predict subjective well-being, and the indirect effect on organizational commitment and subjective well-being, organizational commitment plays an intermediary role in.2 two, the results of intervention study: the pretest, immediate posttest and delayed posttest repeated measurement of variance analysis results of each index showed that the intervention group and the control group in subjective well-being score, total score and total score of psychological capital organizational commitment on treatment effect, time effect, there are significant differences in interaction between treatment and time. The satisfaction and interest in life, the treatment effect (F=6.494, P0.05), the effect of time (F=14.947, P0.01) and processing 涓庢椂闂寸殑浜や簰鏁堝簲(F=8.025,p0.01)鏄捐憲;鍦ㄧ簿鍔涗笂,澶勭悊鏁堝簲(F=13.869,p0.01),鏃墮棿鏁堝簲(F=11.316,p0.01)鍜屽鐞嗕笌鏃墮棿鐨勪氦浜掓晥搴，

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