摘要
“乌卡”时代职场竞争和工作压力加剧,组织需要开发或提升员工韧性以应对工作中的各种逆境或“灾难”。员工韧性有程度大小之分,可将员工韧性分为稳定型、复原型、超越型和反弹型四种类型,四种类型各自产生的结果和应对困境的致胜关键不同。组织内、外的突发性和渐变式事件可单独或相互交织地触发员工韧性的启动。一个完整的韧性作用过程包括预测、应对和适应三个阶段及其不同的作用机制。为提升员工韧性,组织可根据实际情况选择冗余、赋能或杠铃等策略,通过人力资源原则、政策和实践三方面的一致性加以设计和实施,并且在不同的管理层中施以不同的开发活动和共同的技巧。
In the“VUCA”era,workplace competition and work pressure are intensifying,and the organizations need to develop or promote the employee resilience to cope with various adversities or“disasters”at work.As there are many defi nitions of employee resilience at present,the resilience can be divided into four types:stable type,restorative type,transcendent type and rebound type.Each of the four types produces different results and the key to success in coping with difficulties.Abrupt and gradual events within and outside the organization can trigger the initiation of employee resilience individually or interwoven.A complete process of resilience includes three stages of prediction,coping and adaptation and their different mechanisms.To improve employee resilience,organizations can choose strategies such as redundancy,empowerment or barbell,and design and implement them through the alignment of HR principles,policies and practices,and apply different development activities and common techniques across management levels.
作者
赵瑞美
王雪
刘世婧
范君劼
ZHAO Rui-mei;WANG Xue;LIU Shi-jing;FAN Jun-jie(College of Economics and Management,Qingdao University of Science and Technology,Qingdao 266061,China;College of Liberal Arts,Journalism and Communication,Ocean University of China,Qingdao 266100,China)
出处
《青岛科技大学学报（社会科学版）》
2023年第2期56-62,共7页
Journal of Qingdao University of Science and Technology(Social Sciences)
关键词
韧性
员工韧性
开发策略
resilience
employee resilience
development strategy
