發(fā)布時間：2018-08-08 20:45

【摘要】：隨著人們對工作生活質(zhì)量要求的提高,越來越多的心理學者和管理者開始研究員工的職業(yè)幸福感。本文以企業(yè)員工(包括國企、私企和外企)為對象,來探討企業(yè)員工職業(yè)幸福感的相關(guān)問題。我們認為職業(yè)幸福感就是關(guān)于員工的與職業(yè)有關(guān)的各方面的主觀心理體驗,包括積極體驗和消極體驗兩方面,由工作滿意度、人際支持、工作動機、情感衰竭和職業(yè)健康五個維度組成。根據(jù)此定義,我們編制了企業(yè)員工職業(yè)幸福感初始問卷,并對問卷進行了修訂以及信效度的檢驗,問卷具有良好的信度和效度,符合測量學標準。我們應(yīng)用編制好的問卷,收集關(guān)于企業(yè)員工職業(yè)幸福感的信息：分析了企業(yè)員工職業(yè)幸福感現(xiàn)狀；探討了企業(yè)員工職業(yè)幸福感與本土心理資本的關(guān)系；建構(gòu)了本土心理資本對企業(yè)員工職業(yè)幸福感的影響模型；同時還考察了企業(yè)員工的職業(yè)幸福感和本土心理資本在性別、學歷、婚姻狀況、所在企業(yè)類型和工齡這5因素方面的不同。 本文得到以下結(jié)論： (1)企業(yè)員工職業(yè)幸福感適中,大部分維度得分都高于一般水平,處于中等水平,狀況良好；企業(yè)員工的本土心理資本擁有水平偏低,兩維度得分均低于一般水平,處于中等偏下的水平,狀況不佳。 (2)企業(yè)員工的職業(yè)幸福感在婚姻狀況、學歷、工齡方面存在差異：已婚員工表現(xiàn)出更多的職業(yè)幸福感；高學歷和低學歷員工的職業(yè)幸福感較高,中等學歷的員工職業(yè)幸福感水平較低,而中專學歷的員工最低；員工職業(yè)幸福感隨工齡的增加而升高,在3-5年這個階段有一個職業(yè)幸福感的小高峰。 (3)企業(yè)員工的本土心理資本在性別、婚姻狀況、工齡方面存在差異：男員工比女員工擁有更多的本土心理資本；已婚員工表現(xiàn)出了更多的本土心理資本；工齡越長的企業(yè)員工,擁有越多的本土心理資本。 (4)本土心理資本及其兩維度,均對企業(yè)員工的職業(yè)幸福感有積極的影響和正向的預(yù)測作用；本土心理資本作為一個整體對職業(yè)幸福感的解釋力不如兩個維度的聯(lián)合解釋力。 (5)事務(wù)型心理資本對企業(yè)員工職業(yè)幸福感的影響模型,包含積極和消極兩個影響過程；人際型心理資本對企業(yè)員工職業(yè)幸福感的影響只有單一的積極過程。 最后,我們對本研究在取樣、內(nèi)容和跨文化研究領(lǐng)域上的創(chuàng)新進行了分析,以及自陳問卷、研究對象和橫截面設(shè)計的局限進行了討論,希望對后續(xù)研究有所啟示。
[Abstract]:With the improvement of the quality of work and life, more and more psychologists and managers begin to study the occupational well-being of employees. In this paper, employees (including state-owned enterprises, private enterprises and foreign enterprises) as the object, to explore the related problems of employees' occupational well-being. We believe that career happiness is about the subjective psychological experience of employees in all aspects related to their careers, including positive experience and negative experience, including job satisfaction, interpersonal support, and work motivation. There are five dimensions of emotional exhaustion and occupational health. According to this definition, we developed the initial questionnaire of employee's occupational well-being, and revised the questionnaire and tested the reliability and validity of the questionnaire. The questionnaire has good reliability and validity, which meets the standards of measurement. We use the questionnaire to collect the information about the occupational well-being of the employees, analyze the present situation of the occupational well-being of the employees, and discuss the relationship between the occupational well-being of the employees and the local psychological capital. This paper constructs a model of the influence of local psychological capital on the occupational well-being of enterprise employees, and also examines the occupational well-being of the employees and the local psychological capital in terms of gender, education, marital status. The difference in the five factors of the type and length of service in the enterprise. This paper draws the following conclusions: (1) the occupational well-being of employees is moderate, most of the dimension scores are higher than the average level, in the medium level, the situation is good; the level of the native psychological capital of the employees is low. The scores of the two dimensions are lower than the average level, in the middle lower level, the situation is not good. (2) there are differences in the marital status, education, length of service of the enterprise employees: married employees show more occupational well-being; Employees with high and low educational background had higher occupational well-being, while those with secondary education had lower level of occupational well-being, while those with technical secondary school degree had the lowest level, and the occupational well-being of employees increased with the increase of length of service. There is a small peak of occupational happiness in this period of 3-5 years. (3) there are differences in gender, marital status and length of service of the local psychological capital of enterprise employees: male employees have more local psychological capital than female employees; Married employees showed more local psychological capital; the longer they worked, the more local psychological capital they had. (4) Native psychological capital and its two dimensions. Both of them have positive influence and positive predictive effect on the occupational well-being of employees. The local psychological capital as a whole has less explanatory power to the occupational well-being than the two dimensions. (5) the influence model of the transactional psychological capital on the employees' occupational well-being includes the positive and negative processes; The influence of interpersonal psychological capital on the occupational well-being of employees is only a single positive process. Finally, we analyze the innovation in the field of sampling, content and cross-cultural research, and discuss the limitations of questionnaire, research object and cross-section design.
【學位授予單位】：陜西師范大學
【學位級別】：碩士
【學位授予年份】：2014
【分類號】：B842

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