MM  >> Vol. 3 No. 3 (June 2013)

    The Incentive Model of Workplace Well-Being Based on the ERG Theory

  • 全文下载: PDF(288KB) HTML    PP.108-112   DOI: 10.12677/MM.2013.33019  
  • 下载量: 3,218  浏览量: 10,436   国家自然科学基金支持



工作幸福感ERG理论激励模型Workplace Well-Being; ERG Theory; Incentive Model



This paper builds an incentive model of workplace well-being based on the ERG theory from the view of existence requirement, relatedness requirement and growth requirement. The paper also proposes several means to improve workplace well-being, such as optimizing salary system, perfecting labor safeguard, appropriate authorized, shaping the harmonious organizational culture, realizing self-worth and setting up double promotion channel.

邵康华, 廖建桥, MohsinBashir. 基于ERG理论的工作幸福感激励模型[J]. 现代管理, 2013, 3(3): 108-112.


[1] A. Boyd. Employee traps-corruption in the workplace. Manage- ment Review, 1997, 86(8): 9.
[2] R. H. Price, R. Hooijberg. Organizational exit pressures and role stress: Impact on mental health. Journal of Organizational Behavior, 1992, 13(7): 641-651.
[3] S. Cartwright, C. L. Cooper. The psychological impact of merger and acquisition on the individual: A study of building society managers. Human Relations, 1993, 46(3): 327-347.
[4] E. Zeller. Outlines of the history of greek philosophy. New York: Dover Publications, 1980.
[5] 孙效智. 道德与幸福之间[J]. 人文及社会学科学通讯, 1997, 8(2): 29-43.
[6] 王佳艺, 胡安安. 主观工作幸福感研究述评[J]. 外国经济与管理, 2006, 28(8): 49-55.
[7] C. L. Cooper, S. Cartwright. Healthy mind, healthy organiza- tions: A proactive approach to occupational stress. Human Re- lations, 1994, 47(4): 455-471.
[8] K. Smith, D. S. Kaminstein and R. J. Makadok. The health of the corporate body: Illness and organizational dynamics. Journal of Applied Behavioral Science, 1995, 31(3): 328-351.
[9] D. G. Blanchflower, A. J. Oswald. What makes an entrepreneur? Journal of Labor Economics, 1998, 16(1): 26-60.
[10] E. L. Deci, R. M. Ryan. A motivational approach to self: Inte- gration in personality. In: D. Dienstbier, Eds., Nebraska Sympo- sium on Motivation: Vol. 38. Perspectives on Motivation. Lin- coln: University of Nebraskapress, 1991: 237-288.
[11] R. A. Easterlin. Income and happiness: Towards an unified theory. The Economic Journal, 2001, 111(473): 465-484.
[12] C. Graham, S. Pettinato. Happiness and hardship: opportunity and insecurity in new market economies. Washington DC: The Brookings Institution, 2002.
[13] N. David. Healing the wounds: Overcoming the trauma of lay- offs and revitalizing downsized organizations. San Francisco: Jossey-Bass, 1993.
[14] 郑晓明, 张弛, 于海波, 张进. 神华神东煤炭集团有限责任公司员工主观幸福感影响因素研究[J]. 管理案例研究与评论, 2010, 3(3): 203-214.
[15] 郑伯埙. 差序格局与华人组织行为[J]. 本土心理学研究, 1995, 3: 142-219.
[16] J. L. Farh, B. S. Cheng. A Cultural analysis of paternalistic leadership in Chinese organizations. In: J. T. Li, A. S. Tsui and E. Weldon, Eds., Management and Organizations in the Chinese Context. London: Aacmillan, 2000: 84-127.
[17] 张华, 李志. 企业青年员工工作幸福感的调查研究[J]. 青年探索, 2006, 14(1): 28-31.
[18] J. R. Edwards, N. P. Rothbard. Work and family stress and well- being: An examination of person-environment fit in the work and family domains. Organizational Behavior and Human De- cision Processes, 1999, 77(2): 85-129.