繁荣还是不繁荣:在工作中保持繁荣的途径

IF 3.1 Q2 MANAGEMENT
Christine L. Porath , Cristina B. Gibson , Gretchen M. Spreitzer
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引用次数: 0

摘要

蓬勃发展,活力(或能量)和学习的心理体验,往往是难以捉摸的。员工们报告的不是成长、发展和充满活力,而是停滞和枯竭。虽然许多关于工作中快乐的研究都集中在管理者能做些什么来促进员工快乐上,但我们强调的是人们被授权控制自己幸福的方法。员工可以通过三种途径维持自己的繁荣:(1)通过参与自我照顾;(2)建立和维持高质量的关系;(3)在组织内外建立社区。我们的研究表明,鉴于更临时和灵活的工作安排的性质不断变化,远程工作的增加,以及对社区嵌入的更大需求,这三种途径尤为重要,以解决我们面临的许多重大社会挑战。
本文章由计算机程序翻译,如有差异,请以英文原文为准。
To thrive or not to thrive: Pathways for sustaining thriving at work

Thriving, the psychological experience of both vitality (or energy) and learning, is often elusive. Rather than growing, developing, and feeling energized, workers report stagnation and depletion. While much of the research on thriving at work has focused on what managers can do to promote thriving amongst workers, we highlight the means by which people are empowered to take control of their well-being. Workers can sustain their own thriving through three pathways: (1) by engaging in self-care, (2) creating and maintaining high quality relationships, and (3) building community within and outside the organization. We show that these three pathways are particularly important given the changing nature of more temporary and flexible work arrangements, increases in remote work, and the larger need for community embeddedness to address the many grand societal challenges that confront us.

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来源期刊
Research in Organizational Behavior
Research in Organizational Behavior Psychology-Social Psychology
CiteScore
1.60
自引率
0.00%
发文量
4
期刊介绍: Research in Organizational Behavior publishes commissioned papers only, spanning several levels of analysis, and ranging from studies of individuals to groups to organizations and their environments. The topics encompassed are likewise diverse, covering issues from individual emotion and cognition to social movements and networks. Cutting across this diversity, however, is a rather consistent quality of presentation. Being both thorough and thoughtful, Research in Organizational Behavior is commissioned pieces provide substantial contributions to research on organizations. Many have received rewards for their level of scholarship and many have become classics in the field of organizational research.
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