Well-Being as Having, Loving, Doing, and Being: An Integrative Organizing Framework for Employee Well-Being
发布日期：2025-03-01
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摘要：Employee well-being is one of the most studied outcomes in organizational research, operationalized variously as job satisfaction, affective well-being, work engagement, work meaningfulness, and eudaimonic well-being. What is lacking is a unified theoretical framework integrating various disparate research streams around separate well-being indicators. The present work offers such an organizing framework, building on self-determination theory and Erik Allardt's multidimensional theory of well-being. In particular, I distinguish functional well-being from perceived well-being, with the former consisting of three existential conditions associated with particular needs: Having focuses on feeling safe and getting the resources required for survival from work, loving focuses on getting one's interpersonal needs met at work, and doing focuses on getting one's agentic needs for autonomy and competence met at work. Perceived well-being (being) focuses on directly experiencing well-being at work, and I propose that it consists of evaluative, affective, and conative well-being, which largely result from having the three types of needs satisfied at work. I also propose a distinction between the fulfillment pathway to well-being and the frustration pathway to ill-being as two partially independent wellness processes. This integrative framework helps both scholars and practitioners make more informed choices about what dimensions of employee well-being to measure.
摘要中译：员工幸福感是组织研究中研究得最多的成果之一，具体表现为工作满意度、情感幸福感、工作投入度、工作意义和幸福感。目前缺乏的是一个统一的理论框架，围绕不同的幸福感指标整合各种不同的研究流派。本研究以自我决定理论和埃里克-阿勒特的幸福感多维理论为基础，提供了这样一个组织框架。特别是，我将功能性幸福感与感知幸福感区分开来，前者包括与特定需求相关的三个存在条件： 拥有 “侧重于安全感和从工作中获得生存所需的资源，”爱 “侧重于在工作中满足人际交往的需求，”做"侧重于在工作中满足自主性和能力的代理需求。感知幸福感（存在感）侧重于在工作中直接体验幸福感，我建议它由评价性幸福感、情感性幸福感和内涵性幸福感组成，这主要是在工作中满足三种需求的结果。我还提出了通向幸福的满足感途径和通向不幸福的挫折感途径之间的区别，它们是两个部分独立的幸福过程。这一综合框架有助于学者和从业人员在衡量员工幸福感的维度时做出更明智的选择。
作者：Martela, F（Martela, Frank）
文章来源：《JOURNAL OF ORGANIZATIONAL BEHAVIOR》
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