“快乐指数”和“压力指数”在人力资源管理中的应用——从心理学

上海交通大学硕士学位论文“快乐指数”和“压力指数”在人力资源管理中的应用——从心理学角度探讨企业高级人才流失姓名：林立群申请学位级别：硕士专业：工商管理指导教师：赵旭20050228EMBAWTO“”EAPEMBAAPPLICATIONOF“PLEASUREINDEX”AND“PRESSUREINDEX”INHUMANRESOURCEMANAGEMENTDISCUSSIONOFBRAINDRAINFROMTHEVIEWOFPSYCHOLOGYABSTRACTBusinesscompetitiondoesnotexistamongnations,butinenterprises,whilecompetitionsamongenterpriseslieonpeoplewithability.Thehumanresource,whichhasbeenrankedprimaryresourceintheworld,hasadirectrelationshipwiththeblossomofenterprises.WiththeimplementoftheWTOpromiseandrapidpaceofopening,afastflowofcapablepeoplehassweptthewholenation,whichnevertookplacebefore.Andthebraindrainisgettingworseinournativeenterprises.ThisessayconcentratedonthephenomenonofbraindraininenterprisesinChina.Thisresearchadoptedthetoolsofquestionnaireandvisiting,bywhichwecollectedabundantrelatedinformation.Thenwesetaboutfromthepointofviewofpsychology,combiningthetwoindexes:“pleasureindex”&“pressureindex”,andthenanalyzedthecausesof“braindrain”,bywhichwefoundouttheblindspotofhumanresourcemanagement,andfinallysummarizedthesignificanceofuseofpsychologicalinhumanresourcemanagementinenterprises.Wewentontheconceptofbraindraininenterprisesinthefirstchapter.Firstwetalkedabouttheincontrollableofthebraindrain,andthenweanalyzedthedisadvantagesofinfluencetotheenterprises,whichwemainlytalkaboutthehighcostofthebraindrain.Secondchapterbroughtforwardthemethodweusedinthisessay.Accordingtoknowninformation,wedesignedthequestionnaireandsyllabusofthevisiting.Allofthequestionsfocusonthecausesofbraindrain,aswellastherelativityofpleasure,pressureandbraindrain.Wesurveyalargenumberofpeoplewithquestionnairetoavoidtheunilateralcognition.Wealsocarriedourpointoffindingoutthepsychologicalsituationofjob-hoppingemployeesbytheindividualvisiting&groupinvestigation.Inthethirdchapter,weanalyzedthecausesindetailfromthreeaspects.Thenwesummarizedthefollowingcauses:Theactivejob-hoppinghappenedforthevariouspressurestheemployeesborninenterprisesandsociety,alongwiththecommunicationproblems,applauseandcomplimentdifferentia.Herewegroundedforthestrategiesfromthepointofpsychology.Inthefourthchapter,withtheprofessionalpsychologicalknowledge,wecombinedthe“pleasureindex”&“pressureindex”todefectandanalyzethementationofEMBAthevoluntaryresignationemployees.Itisaninnovationoftheuseofpsychologyinhumanresource.Thisessaypointedoutthat:thecombinationof“pleasureindex”and“pressureindex”canreflectthestatusandexistingproblemsintheprocessofhumanresourcemanagement,withwhichwecanremindthespecifiedenterprisetomakepromptresponseinordertoavoidthebraindrain.Intheepilogueofthisessay,weusedthepsychologicaltheoryofToharyWindowstosumuptheimportancemeaningofpsychologyusedinhumanresourcemanagement.Thenwereferred“EAP”atoolusedabroadforhumanresourcemanagement,topointoutthedirectionofChinesehumanresourcemanagement.Intheending,weproposedanimportantadviceforthedomestichumanresourcemanagement:wemusttakethepeopleasthebasicproductivefactor,andmaximizetheemployee’sbenefitwhilestrengtheningthecompetenceofenterprises,sothatthepleasureofthesocietywillbemaximized.Keywords:Humanresourcemanagement,braindrain,pleasureindex,pressureindexEMBA2005228EMBA20052282005228EMBA120EMBA21)2)3)4)5)EMBA3,()200218315cjolLogisticITcjol?1,EMBA421200411EMBAMBA200EMAIL66%34%82%14%9%71%19%1%220041252530210A--I11A1996.10470B1993.4041080C1997.8049120D1999.7044104E1998.60436000F1988.90412300EMBA5G1994.8048260H1991.30473000I2003.10491501)2)3)4)i.ii.iii.iv.v.5)i.24182%48%EMBA621),,2)3)4)3237,8EMBA737,8EMBA811000500EMBA9(PaymentPackage)HR1,22IT2122EMBA10Sheridan3221234512123EMBA11124MBAEMBA12MBAEMBA2,31EMBA1345%54.1%0.9%235EMBA141HR22000--3000EMBA153()EMBA163EMBA1731.“”2.3.4.1.“”2.1.2.3.4.1.2.3.1.2.3.1.2.1.2.3.4.EMBA18HR11)2)3)4)5)2EMBA191)2)3)4)5)6)144A1A2A4A3A1A2EMBA20A3A421)2)3)4)3A1EMBA21A2A3A44A1EMBA22A2A3EMBA23A45A1A2A3EMBA24A465A1A2EMBA25A4A3EMBA261“”“”“”EMBA27“”2A.HA.H“”GE3CarlRogersCarlRogers1902-1987RogersEMBA28··“”“”66“”“”“”“”77“”EMBA28··“”“”66“”“”“”“”77“”EMBA29“”“”“”“”“”“”(EAPEmployeeAssistantProgram)EAPEAP9050090EAP61.EAP2.EMBA303.EAP4.5.6.EAPEMBA31[1]2004.[2]··(30)2003.[3]2003.[4]2003.[5]L.,H.2004.[6]·S·()2003.[7]2004.[8]JeffreyPfeffer()2004.[9]Miller,T.()2004.[10]2002.[11]2004.[12]Brennan,J.F.(6)2004.[13]·,2001.[14]James,W.2003.[15]·,·()2004.[16]2002.[17]2003.[18]2004.[19]·,·,(16),2003.[20],,2004.[21]P·L·Rice2001.[22][e-mail]2004/12/10„V3031~4041~5050EMBA330~34~78~1515„V1.2.3.„3211.2.3.4.5.6.7.8.9.EMBA341231.2.3.4.5.6.7.8.9.10.11.12.13.14.15.EMBA351231.2.3.4.5.6.7.8.9.10.11.12.13.14.15.EMBA36EMBAEMBA37[1].--2003EMBA2005.“”“快乐指数”和“压力指数”在人力资源管理中的应用——从心理学角度探讨企业高级人才流失作者：林立群学位授予单位：上海交通大学相似文献(5条)1.学位论文宋丹霞百威(武汉)国际啤酒有限公司员工流失问题研究2001该论文试图通过对百威人员流失现象的调查与分析,制定出适合企业实际情况的、行之有效的防止人员流失的策略.该文以百威(武汉)国际啤酒有限公司为例,首先以公司人员流失现象为问题的出发点,对企业主动流失者的特征、流失发生的时间、流失者的去向等进行了调查和分析.然后,对企业的发展历史、生产经营、组织结构等背景情况进行介绍,对企业的人力资源管理开发与管理现状进行了详细的调查,分别从企业的人力资源规划、员工招聘、工作分析、员工绩效考评、奖酬设计、员工培训、企业文化、信息沟通等方面进行了调查和分析.在前面调查的基础上,结合有关的激励理论和方法,提出了导致企业人员主动流失的一般性因素和个人因素,并进一步分析了导致这些因素产生的具体原因.最后,论文针对合资