工作相关流程与幸福感或 PERMA 因素的对比,促进职业可持续性的人力资源管理发展

Psych Pub Date : 2024-03-05 DOI:10.3390/psych6010021
Carol Nash
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引用次数: 0

摘要

在促进职业生涯可持续发展方面,心理学理论历来为人力资源管理(HRM)的发展提供了参考--其中包括三个评估方向:工作相关流、幸福感提升和 PERMA(积极情绪、参与、关系、意义和成就)因素评估。Csikszentmihalyi 的工作相关流代表了一种具有最佳挑战性的工作相关过程。幸福感促进努力保持对当前体验的满意度。PERMA 代表了构成幸福感的可测量的积极心理因素。与更经常调查的幸福感确定或确定 PERMA 因素相比,流动体验被认为是决定职业可持续性的可靠和有效的因素。为人力资源管理发展提供信息的职业可持续性研究尚处于起步阶段。因此,出版商对可持续发展的承诺提供了完整性。鉴于 MDPI 独特地创立了可持续发展关注点,我们以 "流动、西克森特米哈伊、工作 "为关键词对其期刊论文进行了搜索,排除了与教育、健康、休闲、市场营销、非工作者和灵性相关的文章,以确定利用与工作相关的流动来实现职业可持续发展的情况。在 628 份反馈中,有 28 份报告被纳入潜在评估。目前对 Csikszentmihalyi 的工作相关流的研究最终代表了三项成果。这些研究为发展职业可持续性提供了成功、积极的方法。因此,建议人力资源管理部门调查评估和鼓励员工参与工作相关流程的做法,以确保职业生涯的可持续性。
本文章由计算机程序翻译,如有差异,请以英文原文为准。
Work-Related Flow in Contrast to Either Happiness or PERMA Factors for Human Resources Management Development of Career Sustainability
In promoting career sustainability, psychological theories historically have informed human resource management (HRM) development—three assessment directions are among them: work-related flow, happiness promotion, and appraising PERMA (Positive Emotions, Engagement, Relationships, Meaning, and Accomplishment) factors. Csikszentmihalyi’s work-related flow represents an optimally challenging work-related process. Happiness promotion strives to maintain a pleased satisfaction with the current experience. PERMA represents measurable positive psychological factors constituting well-being. Reliable and validated, the experience of flow has been found to determine career sustainability in contrast to the more often investigated happiness ascertainment or identifying PERMA factors. Career sustainability research to inform HRM development is in its infancy. Therefore, publishers’ commitment to sustainability provides integrity. Given MDPI’s uniquely founding sustainability concern, its journal articles were searched with the keywords “flow, Csikszentmihalyi, work”, excluding those pertaining to education, health, leisure, marketing, non-workers, and spirituality, to determine the utilization of work-related flow to achieve career sustainability. Of the 628 returns, 28 reports were included for potential assessment. Current studies on Csikszentmihalyi’s work-related flow ultimately represented three results. These provide insight into successful, positive methods to develop career sustainability. Consequently, HRM is advised to investigate practices for assessing and encouraging employees’ engagement with work-related flow with the aim of ensuring career sustainability.
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