ISSN 1671-3710
CN 11-4766/R

心理科学进展 ›› 2015, Vol. 23 ›› Issue (4): 669-678.doi: 10.3724/SP.J.1042.2015.00669

• 研究前沿 • 上一篇    下一篇



  1. (1武汉科技大学管理学院, 武汉 430081) (2华中师范大学心理学院, 武汉 430079)
  • 收稿日期:2014-02-17 出版日期:2015-04-15 发布日期:2015-04-15
  • 通讯作者: 佐斌, E-mail:
  • 基金资助:


Happiness at Work: Definition, Measurement Levels and Causal Models

ZOU Qiong1; ZUO Bin2; DAI Taotao2   

  1. (1 School of Management, Wuhan University of Science and Technology, Wuhan 430081, China) (2 School of Psychology, Central China Normal University, Wuhan 430079, China)
  • Received:2014-02-17 Online:2015-04-15 Published:2015-04-15
  • Contact: ZUO Bin, E-mail:


工作幸福感是个体工作目标和潜能充分实现的心理感受及愉悦体验, 是一个需要组织和个人持久努力和投资的动态过程, 包括工作投入、心流体验、工作旺盛感、工作满意度、工作积极情感等宽泛的结构。有必要从暂时、个体和单元三个水平对工作幸福感进行研究。随着研究方法的进展, 工作幸福感的研究呈现出个体差异和个体内波动结合的趋势。工作幸福感多水平动态形成机制模型整合了组织和工作环境因素、个人特征以及人与环境的交互作用, 体现了工作幸福感的动态特征, 解释了人类基本心理需要的满足是工作幸福感形成的心理机制。外溢?交叉动态模型解释了幸福感在不同生活领域的外溢以及在工作团队成员或家庭配偶之间的传递, 有助于推动工作幸福感不同测量水平的效应研究。未来需要通过实证研究检验工作幸福感的动态因果模型, 探讨不同水平的工作幸福感对绩效的影响机制, 更多地研究心流体验、心理旺盛感、高兴和自豪等工作幸福感指标, 加强对工作幸福感的干预研究。

关键词: 工作幸福感, 人?环境匹配, 工作要求?资源模型, 外溢?交叉模型


Happiness at work could be defined as feelings and pleasure that an individual experienced after attainment of individual purpose and the full realization of his/her potential at work. It is also a dynamic process which requires continued effort and the organizational and individual investment, including broad structures such as work engagement, flow experience, thriving at work, job satisfaction and positive emotions at work. Given its complexity, it is necessary to simultaneously measure happiness at work at transient, person and unit level. With the methodological advances, the research in this area has now displayed a tendency to combine both inter-personal and intra-personal differences. Integrating the organization and work environment, individual characteristics as well as the interaction between person and the environment, the dynamic multilevel model of happiness at work highlighted the dynamic characteristics of happiness at work and postulated that the satisfaction of human basic psychological needs are the mechanism underlying happiness at work. The dynamic Spillover-Cross model suggests that happiness spills over in different life domains and transfers between work teammates or couples, and thereby helps to promote effect research of happiness at work at different levels. More empirical studies are needed to test the dynamic causal models of happiness at work, and to explore the psychological mechanism of how the happiness at work at different levels influences the performance. Specifically, future studies may focus on the specific indexes of happiness at work such as flow experience, thriving at work, happiness, pride, as well as on intervention procedures.

Key words: happiness at work, person-environment fit, JD-R model, Spillover-Cross model