代写论文：员工的幸福感
代写论文：员工的幸福感
关于幸福到底是什么，人们有不同的看法。员工的幸福感可能取决于个人因素、工作场所相关因素、组织因素等。不同的研究者已经提出了幸福的定义。霍西等（2007）在测量员工的幸福定义为工作满意度中的一个元素（霍西等人，2007）。然而，工作满意度是一项非常精细的措施。什么是工作满意度是没有任何定义的。有些人可能会把工作条件称为满意措施，其他人可能会引用工作文化。这些都是员工满意度或幸福感的变化，即使在文学方面也是如此。莱特和秸秆（1999）认为，工作满意度是没有一个准确的测量和倾向性的影响是一个更好的测量（莱特和秸秆，1999）。另一方面Zelenski和墨菲等人。（2008）认为幸福不能用科学的精确性来定义。这是一个多因素的合作。在多种动机理论的存在下，让研究人员与“快乐工作者”达成一致是很容易的。在当代，幸福的定义被拉长了。工作场所幸福定义是一个复杂的因素组合。其中一些因素包括工作场所认同、工作场所文化、自主工作能力和包容性文化。这些都影响了员工的心理因素（Cropanzano和Wright，2001）。其他因素，如工资福利、长期福利、退休金、医疗保险规划援助等，也属于这些部门。在现代，人们更加重视人力资源管理，以处理使工人高兴的问题。人力资源管理充分应用于人力资源问题，它被看作是提高员工满意度的战略选择。事实上，人力资源多元化成为多个战略部门的主流，证明了员工的幸福感对工作效率至关重要。
代写论文：员工的幸福感
There are different perceptions on what happiness really is. Happiness for the employee might be dependent on personal factors, work place related factors, organizational factors and more. Different researchers have come up with definitions for happiness. Hosie et.al (2007) in measuring employee’s happiness defines it as an element of job satisfaction (Hosie et al, 2007). Job satisfaction is however a very elaborate measure. There cannot be any one definition of what job satisfaction is. Some people might cite working conditions as satisfaction measures, others might quote work culture. These are variations in what satisfaction or happiness of employees might mean, even in the context of literature. Wright and Staw (1999) have stated that job satisfaction was not an accurate measurement and that dispositional affect is a better measurement (Wright and Staw, 1999). On another context Zelenski and Murphy et al. (2008) argue that happiness cannot be defined with scientific precision. It is a collaboration of many factors. It is easy to agree with the researchers in the context of the presence of multiple motivational theories to make the ‘happy worker’. In contemporary times, the definition of happiness has been stretched. Workplace definition of happiness is a complex mix of factors. Some of these factors are workplace recognition, workplace culture, ability to have autonomous working and inclusive culture. These are psychological factors affecting the employee (Cropanzano, & Wright, 2001). Other factors such as pay benefits, long term benefits, retirement packages, medical insurance planning assistance and more also come under these divisions. In modern times, there is also more emphasis on involving the Human Resources Management in handling issues related to making the worker happy. HRM is fully employed in issues for the human resources and it is seen to be making strategic choices to improve worker satisfaction. In fact, the main stream diversification of the HR into multiple strategic divisions is a testimony to the fact that employee happiness is critical to workplace productivity.
