企业组织中的员工幸福感：结构维度、影响因素与作用机制的研究

Employee well-being (EWB) has been receiving more and more attention among scholars and practitioners in recent years. However, most of the existing studies consider well-being of college students, urban residents, migrant workers, and seniors/elderlies. Few studies tackle on well-being in business settings and there is still lack of a clear and widely accepted theoretical framework for and conceptualization of employee well-being. That is why in this research, we take the advantage to conceptualize the definition of employee well-being; to develop a theoretical framework for employee well-being; and to explore the antecedents and consequences of employee well-being. .Firstly, we build on existing theories of and research on employee well-being both domestically and internationally to provide a clear conceptualization of employee well-being. In addition, we attempt to develop a multidimensional measurement scale of employee well-being following the scientific scale development methods commonly used in social science and establish its reliability and validity..Secondly, we explore the antecedents of employee well-being on three levels-individual level (e.g., Big-five personality, internal control, and individual values), work level (e.g., compensation, career development, job security, work characteristics, and work-family conflict), and organizational level (e.g., organizational culture, human resource management practice, and leadership styles, specifically transformational leadership).To further understand the formation of employee well-being, we adopt a dynamic view and use the experience sampling method (ESM) to investigate changes in employee well-being in organizational settings. In particular, we will examine whether an employee's well-being changes in his/her daily lives and how events encountered at work influence his/her well-being. By analyzing the psychological mechanisms through which antecedent factors may have impact on employee well-being, we will also investigate potential mediators such as intrinsic motivation and positive psychological capital and their effects in our employee well-being framework..Thirdly, we will conduct cross-level SEM analyses to examine the effects of employee well-being on employee attitudes and behaviors such as organizational commitment, engagement, organizational citizenship behavior (OCB), creativity,job performance and counterproductive behavior, as well as the cross-level effects of employee well-being on organizational level outcomes (e.g., organizational performance, organizational innovation, and turnoverand absenteeism), to examine the validity of this concept and our multidimensional measurement scale..Last but not least, we will provide practical implications as well as recommendations to managers and organizations on development and improvement of employee well-being.

当前，我国处于社会经济转型的关键时期，幸福感的研究受到了学者和企业经营者的高度重视，但是这些研究大多集中在大学生、城市居民和中老年等人群，缺乏对组织中员工幸福感的系统科学研究。本课题旨在探讨员工幸福感的概念与结构，并对其影响因素和作用机制进行分析。首先，我们将遵循社会科学中量表开发方法，清晰地识别和确认这个构念的结构维度和测量条目。其次，我们将探讨员工幸福感的影响因素，包括个体（人格特质、控制点以及个人价值观）、工作（报酬、职业发展、工作安全感等）和组织层面（组织文化、人力资源管理实践以及领导风格）的前因变量。另外，我们还探讨工作中的事件是如何通过短暂的情感状态影响员工幸福感。最后，我们将进行跨层次研究，不仅分析员工幸福感对员工自身工作态度与行为的影响，而且还进一步剖析员工幸福感对于组织水平上的绩效、创新性、离职率的作用。本研究成果可以为企业提升员工幸福感，构建和谐的劳动关系提供科学依据。

本项目对员工幸福感的构念与结构、影响因素和作用机制进行了系统研究，并获得了一系列成果：共发表和录用论文15篇，含英文论文7篇（包括3篇顶级刊物）、中文论文8篇(包括1篇顶级刊物）、国际会议论文13篇。本项目完成的研究工作包括：1.文献研究：对幸福感、员工幸福感、以及员工幸福感前因与结果变量的国内外相关文献进行系统梳理。2.质化研究：通过深度访谈总结员工幸福感的内涵与概念；3.模型构建和量表开发：提出员工幸福感包括生活幸福感、工作幸福感和心理幸福感等三个范畴，形成包含18条目的三维结构量表，并对其信度、效度和跨文化对等性进行检验。4.幸福感影响因素和作用机制的实证研究：4.1影响机制（前因）研究：互动公平（通过心理授权）对员工幸福感的影响研究。4.2作用机制（结果）研究：员工幸福感对员工工作满意度、组织情感承诺和工作绩效的预测作用。4.3中介机制研究：员工幸福感中介伦理型领导与员工助人行为之间的关系。4.4个体内员工幸福感变动研究：基于经验抽样的数据发现积极情感和消极情感动态变化的交互作用对员工工作绩效和周边绩效的影响。4.5其他拓展和相关研究：心理资本调节职场排斥和情感承诺/离职意愿的关系；团队中个体证实认可的积极溢出效应。上述研究成果对提升员工幸福感的理论研究和企业实践提供了重要依据。