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人力资源外文文献翻译感觉好和做得好心理资外文译目:本和幸福感的关系作满意度虽然心理资本与工作满意度联系在一起（如，luthans,avolio,等2007）,我们的研究结果表明，它也是一个可靠的有关幸福的更广泛的定义，更多的指人类幸福，繁荣，兴旺如果研究人员要在从积极心理学到组织行为学应用领域中建立以心理资本为核心的概念,这是一个重要的关联调查指出了心理幸福感和工作绩效等级之间的一种重要联系（如，cropanzanowright,2001）,这表明组织可以通过提升员工幸福感来提高它们的效益然而，怎么去实现这一目标还缺少引导我们的研究结果表明，实现这一目标的一个方法就是提高员工的心理资本心理资本构成要素被认为是“状态性”的,因为他们可以改变和被开发（luthans,avolio等；2007）同样，致力于提升员工幸福感的组织被鼓励去提高雇员的希望、恢复力、效力和乐观最近的研究表明，组织的干预可以改善心理资本如，luthans,avey,avolio,normancombs,2006；luthans等，2008luthans等o

（2006）发现用一个小时的微观干预能够提升各个组织的管理培训生和管理者的心理资本luthans等

（2008）基于互联网的干预的结果同样令人鼓舞这样的项目将会在提升幸福感方面比传统干预更有时间和成本效益,如工作重新设计和组织行为矫正目前的研究结果也支持的这样一个说法，一个人的工作生活会蔓延到自己的个人生活中特别地，我们发现积极功能与在家里时的情绪和生活满意度相关鉴于目前研究的时序逻辑，我们可以有把握的说积极功能影响在家时的情绪和生活满意度，而不是其他方式也就是说，在家里测验状态和最佳功能对工作时的情绪和满意度水平的影响将会很有趣这种从一个人的工作生活到个人生活的外溢被fredrickson的积极情绪的扩大与积聚理论2001所支持，这个理论指出积极的想法和幸福感创造出一个能产生更多的积极经历、想法和感觉的良性循环，它有利于提升最佳功能这个理论为通过干预措施来改善心理资本和最终的幸福感的措施提供了支持我们的研究结果将从经验上支持这样一个观点，使个人在工作中体验到积极功能带来积极的情感状态未来的研究需要进一步确定我们引出的幸福尤其是作为积极情绪幸福感是最佳个人和组织功能的重要媒介的前提条件总之，经过两周的测量后，我们的研究结果表明，心理资本和幸福以积极功能为媒介此外结果表明日常积极功能与日常积极情绪和日常生活满意度密切相关，并且心理资本预示团体间积极功能的变化这些结果表明，致力于提升员工幸福感的组织应该谨慎地去规定员工心理资本的指标introductionthis studyseeks to determine therelationshipbetween psychological capital andan employees eudaimonicand hedonic well-being.panel datawere collected from102extensionagents overa2-week interval.in addition,dailysurveys werecollectedfrom67of theparticipants.results fromthe paneldataindicated that the relation betweenpsychological capitaland hedonic well-being,measured twoweeks later,is mediatedbyeudaimonic well-being.results fromthe dailysurveysfound thatdaily eudaimonicworkwell-being wassignificantly associated withboth daily positive mood and daily lifesatisfaction andthat variancein eudaimonicworkwell-being waspredicted byone spsychologicalcapital.keywordspsychologicalcapital,positivepsychology,hedonicwell-being,eudaimonicwell-beingin recentyears,there hasbeen agrowinginterest inadopting a positive approachwhenexamining organizationsand organizationalbehavior.rather thanfocus onways topredictnegative outcomesfor individualsandorganizations e.g.,turnover,burnout,researchers havebegun toexamine waysin whichpositiveoutcomes can be realizedand toidentifyfactors thatfacilitate individualflourishingand wellness.more specifically,positiveorganizational behaviorpob hasbeen definedas“the studyand application of positivelyorientedhuman resourcestrengths andpsychologicalcapacities”luthans,2002b,p.

59.an importantconstruct thathas emergedfromthe pobmovement ispsychological capitalpsycap,a higher-order constellationofpositive psychologicalcomponents thatconsistsof efficacy,optimism,hope,and resilienceluthans,avolio,avey,norman,

2007.as describedbyluthans,youssef,and avolio2007,psycap isacharacter!zed bya havingconfidenceself-efficacy to take onand putin thenec-essary effortto succeedat challengingtasks；bmaking apositive attributionoptimismabout succeedingnow andin thefuture；cpersevering towardgoals and,when necessary,redirecting pathsto goalshope inorder tosucceed；and dwhen besetby problemsandadversity,sustaining andbouncing backand evenbeyondresilience toattain success”pp.

3.despite themain impetusbehind pobbeing tounderstandthose factorsthat enab1e individualstothrive,little researchhas investigatedtherelation between psycap andwell-being.studiesthat haveexamined thisrelation e.g.,avey,luthans,smith,palmer,2010have usedalimited conceptualizationof well-being.well-being hasbeen definedas“optimalpsychological functioningand experience^ryan deci,2001,p.142and canbe differentiatedintohedonicwell-being and eudaimonicwell-being ryff keyes,1995；ryandeci,

2001.hedonic well-being isthe moretypical operationali zati onof well-being,consisting ofsubjective happinessand theexperienceof pleasureryandeci,

2001.it istypicallyassessed usingsubjective measuresconsistingof life satisfaction,the presenceofpositive mood,and theabsence ofnegative moodwaterman,

2008.together,these componentsareoften summarizedas happinessdiener,

1984.thus,in theinterest ofparsimony,we refertohedonic well-being ashappiness throughoutthisarticle.more recently,there hasbeen amove tobroadenthe notionof well-being toincludemotivational and behavioral componentsryff,1989；ryffkeyes,

1995.from amotivationalperspective,eudaimonic well-beingfocuses onstriving forseif-reali zati onwaterman,

2008.behaviorally,it includesoptimalpositive functioningand theact ofstrivingryff,1989；ryffsinger,

1998.thus,eudaimonic well-being involvesa senseoffulfillment ofone spotential,aspects notsubsumedin theconceptuali zationof happiness.additionally,eudaimonic well-being is morecognition-basedan individualis arguablymotivatedtotakeactions becauseof anunderlyingcognition regardingwhat would be ofgreatestbenefit tothe individualand hisor heroverallpositive feelingsand thoughtsregardinghim orherself.building onpositive psychologicaltheoriesof erickson1959and maslow1954；ryff1989developed amultidimensional conceptualizationof eudaimonic well-being thatincludesa self-acceptance,understanding andacceptingone sstrengths andweaknesses；bpurpose inlife,having objectivesthat givelifemeaning anddirection；c personalgrowth,abelief that one sskills andpoten-tial arebeingrealized andenhanced；d positiverelationswith others,having closeand valuedinteractionswith others；e environmental mastery,feelingin controlof lifeand ableto manageits demands；and fautonomy,beingself-determined andowning one s actions.confirmatory factoranalysis hasempiricallyconfirmed thismodel andits indicationof thehigherorder constructofeudaimonic well-beingryffkeyes,

1995.it isimportant todistinguish betweenpsycap andeudaimonicwell-being.despite someoverlape.g.,psycap efficacyis similartoryff senvironmentalmastery,these twoconstructsare theoreticallydistinct.psycapcan beconceptualized as personal psychologicalcapacitiesand resources.as such,psycap mayserveto supportor guideindividuals inhow theyconceptualizelife experiences.conversely,eudaimonicwell-being isbest thoughtof asoptimalpositive functioning—an outcomewehypothesize isinfluenced bypsychologicalresources i.e.,psycap.although ryff s1989model ofeudaimonicwell-being wasdeveloped tobe contextfree,vanhorn,taris,schaufeli,and schreurs2004havedrawn extensivelyon ryff s researchto createacomprehensive modelof well-being specifictowork.these authorsnote thatryffsapproach ismoredetailed andinclusive thanother approachestowork well-being inthat itincorporates abehavioralcomponent inaddition toaffective andmotivationalaspects.as such,we feltjustifiedin adaptingryffsoperationalization tothefeeling goodand doinggreattherelationship betweenpsychological capitalandwell-beingmaura j.mills,satoris s.culbertson,clive j.fullagarjournal ofoccupational healthpsychology,2010,154421~433感觉好和做得好心理资本和幸福感的关系maura j.mills,satoris s.culbertson,clive j.fullagarwork context.in thecontinued interestofparsimony andgiven itsfocus onoptimal positivestrivingand functioning,we referto eudaimonicwell-being as positive functioningfor theremainderof this article.research hasdemonstrated that the variousconstituent elements ofpsycap arerelated towell-being.this researchsupports thecontentionthat positivecognitive resourcesinherentin thepsycap dimensionsare associatedwiththe positiveaffective experienceofwell-being.however,such researchhas focusedonhedonic,attheexpense ofeudaimonic,well-being.for example,luthans,avolio,et al.2007found that a compositeoperationalizationof psycapwas positivelyrelated tojobsatisfaction.however,theconceptualization ofjob satisfactionasindicative of well-being islimited,and amorecomprehensive assessmentis necessary.pob researchershave developeda setofcriteria forincluding constructsluthans2002a,2002b；luthans,avolio,et al.,

2007.one oftheseis thatconstructs shouldbe predominantlystate-like versustrait-like.state-likeconstructs varysituationally andare opentodevelopment.to understandthese constructs,itis insufficientto relyonbetween-individual,cross-sectional designs.within-individualvariation canonly becaptured longitudinally.for example,multilevel modelinge.g.,hierarchical linearmodeling,or hlmallowsresearchers todistinguish between-individualand within-individual componentsof varianceandto ascertainwhether variablesare behavingmorelike statesor traits.in addition,multilevelmodeling allowsfor thestudy of the impactofhigher-level,individual dispositionson1ower-level,day-to-day well-being.in termsof well-being,there isevidencethat happinessand positive functioning havestate-like andtrait-like properties.researchsuggests individualshave anaffective“setpoint”headywearing,1992or adispositionalmood orattitude levelaroundwhich reactionsoccur.thus,although dailyfluctuationsin well-being arelikely,there mayalsobe convergencetoward amore stablelevel.individuals alsolikely varyin theiroptimalfunctioning.ilies,morgeson,and nahrgang2005have likenedpositive functioningtocsikszentmihalyi s1990concept offlow—thefeeling ofcomplete involvementin anactivitysuch thatindividuals seeminglyforgeteverything butthe activityitself一which recentresearchhas shownto havedaily fluctuationsfullagarkelloway,

2009.whether positivefunctioninghas asimilarset-point ashappiness remainsunclear.the currentresearch soughtto answerthreeprimary researchquestions.first,we addressedthequestionto whatextent does psycapcontribute toanemployeespositive functioningand happinessatalater timein linewith otherresearcherse.g.,ryffsinger,1998who haveproposedthat affectcanbeconsidered anoutcomeof positivefunctioning,we proposedthatpositive functioningcontributes tohappinessand thatthe relation betweenpsycap andhappiness ismediated throughpositivefunctioning.second,we wantedtodeterminetheextent towhich dailypositivefunctioningandhappiness variedtogether.third,we soughttoascertain therelation betweenpsycap anddailypositive functioning.we proposedthat positivefunctioningis related to dailymood and lifesatisfaction measuresofhappiness,bothacross andwithin individuals.additionally,weposited thatindividual variancein positivefunctioningis associatedwith one spsycap.discussionpsycap hasbeen identifiedas an importantunderlying construct in thefield ofpositiveorganizational behaviorluthans,avey,patera,2008；luthans,avolio,et al.,

2007.despitethe factthattheoverarching aimof positivepsychologicalapproaches toorganizationalbehavior isan understandingof optimalhumanflourishing,no researchhas investigatedtheassociation betweenpsycap andindividualwell-being.the currentresearch aimedtoredress thisby investigatingthe relationbetweenpsycapandtwo differentofwell-beinghedonic andeudaimonic.our resultsindicated thatpsycap wasrelatedto bothtypes ofwell-being bothacrosstwo weeksand ona dailybasis.furthermore,individuals doingwork thatwas eudaimonici.e.,reflective ofonesabilities andstrengthswere morelikely toexperience positiveaffectivityand highlife satisfaction.thisfinding supportsresearch thatsuggests positivefunctioningisabetter predictorof lifesatisfactionthan pleasurealone peterson,park,seligman,

2005.organizational researchersoftenoperationalize occupationalwell-being asjobsatisfaction.although psycapis associatedwithjob satisfactione.g.,luthans,avolio,etal.,2007,our resultssuggest it is alsoreliablyrelatedtoa muchbroader definitionofwell-being thatismoreindicative ofhumanhappiness,flourishing,and thriving.this isanimportant associationif researchersare toestablishpsycap asa coreconstructintheapplication ofpositive psychologytoorganizational behavior.research hasindicateda significantlink betweenpsychologicalwell-being andjob performanceratings e.g.,cropanzanowright,2001,suggestingorganizations canimprove theireffectiveness byincreasingemployee well-being.however,relatively littleguidance existsas tohow toachievethis.our findingssuggest thatone waytodo thiswouldbeto improveemployees psycap.the psycapconstituentelementsareaconsidered tobe state-1ikein thatthey canchangeandbedeveloped luthans,avolio,et al.,

2007.as such,organizations interested indeveloping theiremployeeswell-being areencouragedto directeffort towardenhancingemployee hope,resiliency,efficacy,andoptimism.recent researchhas shownthatinterventions canimprove psycape.g.,luthans,avey,avolio,norman,combs,2006；luthans et al.,

2008.using al-hrmicrointervention luthans etal.2006wereable toimprove psycapamong bothmanagementstudents andpracticing managersfrom avarietyof organizations.luthansetal.2008foundsimilarly encouragingresults withtheirinternet-based intervention.such programswouldbe moretime-and cost-effective inimprovingwell-being thanmore traditionalinterventions,such asjob redesignandorganizational behaviormodification.findings fromthe current study alsoprovidesupport forthe notionthatones worklife canspilloverinto onespersonal life.specifically,we foundthat positivefunctioningwas relatedto mood andlifesatisfaction at home.given thetemporal logicofthecurrentstudy,itissafe tosay thatit waspositive functioninginfluencingmoodandlifesatisfactionathome,rather thanthe otherway around.that said,itwould beinteresting toexamine theinfluence offlourishingand optimalfunctioning athome onmoodand satisfactionlevels at work.such spilloverfrom ones worklife toonespersonallifeis supportedby fredricksons2001broaden-and-buiid theoryof positiveemotions,which positsthat positivethoughtsand well-being createapositivespiralgenerating furtherpositive experiences,thoughts,and feelings,which isbeneficial tooptimalfunctioning.this theorylends supporttothe implementationof interventionstoimprove psycapand,ultimately,well-being.thefindings ofour researchwould empiricallysupportthe notionthat enablingindividuals toexperiencepositivefunctioningatworkleads topositiveemotional states.future researchneedsto identifyfurther antecedentconditions thatelicithappiness,particularly aspositiveemotional well-being isanimportantmediatingvariable tooptimal individualandorganizational functioning.in conclusion,our resultsdemonstratedthat therelationbetweenpsycapandhappiness,measured twoweeks later,was mediatedbypositive functioning.additionally,resultsshowed thatdailypositivefunctioning wassignificantlyassociatedwithboth dailypositivemoodanddailylifesatisfaction andthatpsycap predictedbetween-groups varianceinpositive functioning.these findingssuggestthat organizationsinterestedinenhancingemployee well-being wouldbe well-advised totargetemployee psycap.绪论这项研究旨在寻求确定心理资本和雇员的实现和快乐幸福感之间的关系调查数据是在两周的期间内从102名外派人员那得到的另外,日常调查数据从67名参加者中获取两周后,经测量后的调查数据的结果表明心理资本和快乐论幸福感之间的关系是由实现论幸福感调节从每日测量的结果发现日常实现论工作幸福感同日常积极的心态和生活满意度显著联系在一起,并且人们的心理资本预示着实现论工作幸福感的变动近年来，人们对采用一种积极的方法对组织和组织行为进行研究越来越感兴趣相对于专注于如何预测个人和组织的负面结果（如，人员流动、职业倦怠），研究人员已经开始寻找可以达到积极成果的方法和确定方便个人的蓬勃发展和健康的因素更具体地说，积极组织行为学（p0b）已定义为“以积极的以人力资源优势和心理能力为中心的研究与应用“（luthans,2002b、第59页）在积极组织行为学研究中出现的一个重要的概念是心理资本（psycap）,一个积极的高阶的心理要素包括效能，乐观，希望，和应变能力luthans,avolio,aveynorman,2007o就像luthans,youssef和avolio所描述的,心理资本的特点是:“a拥有自信自我效能感加上必要努力成功完成具有挑战性的任务；b对当前和将来的成功做积极归因乐观；c坚持目标，为了取得成功，在必要时能够重新选择实现目标的路线希望；d当遇到问题和困境时，能够坚持、很快恢复和采取迂回途径来取得成功”pp.3o尽管积极组织行为学背后的主要推动力是了解这些因素并使个人能够茁壮成长，很少有研究调查心理资本和幸福感的关系,而审查了这个关系的研究对幸福感概念的探讨也有限的如，avey,luthans,smithpalmer,2010o幸福感曾被定义为“最佳心理功能和经验”ryandeci,2001,p.142,而且可以分为快乐论幸福感和实现论幸福感ryffkeyes,1995；ryan deci,2001快乐论幸福感是幸福感的更加典型的操作性定义，包括主观幸福和开心的经历ryandeci,2001它通常用包括生活o满意、积极的心态和缺乏消极心情在内的主观措施评估（waterman,2008）总之，这些部分通常概括为幸福（diener,1984）因此,为了方便,我们把快乐论幸福感作为在这篇文章中的幸福最近，出现了一种把动机和行为部分引入幸福感的概念的趋势（ryff,1989；ryffkeyes,1995）o从动机方面来说，实现论幸福感集中于力争自我实现（waterman,2008）在行为上，它包括最佳的积极功能和努力的行为（ryff,1989；ryff singer,1998）因此，实现论幸福感涉及到一个人的潜力，不归纳在幸福的概念中另外，实现论幸福感更加基于认知一个人主动地采取行动因为有这么一个基本的认知，对个体什么是最大的好处和他们的关于自己的整体正面感觉和想法在erickson1959and maslow1954积极心理学理论的基础上,ryff

（1989）提出了实现论幸福感的多维概念，它包括（a）自我接纳，理解和接受自己的长处和弱点；（b）生活中的目标,给生命意义和方向；（c）个人的成长，一个人的技能和潜力得以实现和加强的信念；（d）与他人积极的关系，与他人保持密切并相互尊重；（e）环境的掌握,感觉能掌握生活并可以管理生活的需求；和（f）自主，自我决定和拥有自己的行为验证性因子分析已经证实了这个模型和它在建设实现论幸福感理论方面更高的要求（ryffkeyes,1995o辨别心理资本和实现论幸福感是很重要的尽管有些重叠（例如，心理资本的效能类似于ryff的环境掌控），这两个理论是不同的心理资本可以定义为个人心理能力和资源同样地,心理资本有助于支持或引导个人如何去定义生活经历相反，实现论幸福感被认为是最优积极功能的最好的思想个被我们推测是心理资源影响的结果（即，心理资本）尽管ryff

（1989）的实现论幸福感模型被发展为跟上文无关的东西，van horn,taris,schaufeli和schreurs2004已经依据ryff的研究来创建一个易于理解的幸福感模型来工作这些作者指出ryff的方法比其他工作幸福感的方法更详细，ryff的方法集成了一个除了情感和动机方面之外的行为的组成部分因此,我们有理由适应ryff的工作成果的操作性在方便和关注最佳的积极努力和功能的原则下，在下面的文章中我们将把实现论幸福感作为积极功能研究显示,心理资本的各个组成元素与幸福感有关这个调查支持这样一个观点，心理资本维度里固有的积极的认知资源跟幸福感的积极情感经历有关然而，这样的调查是在忽略实现论幸福感的前提下研究快乐论幸福感的例如luthans,avolio等

（2007）发现心理资本的综合运作跟工作满意度呈正相关但是，作为幸福感的象征，工作满意度的概念是有限的，而且更全面的评估是必要的积极组织行为研究者制定了一套包括结构的准则（luthans2002a,2002b；luthans,avolio等，2007）o这其中的一个准则认为结构应该以状态性为主而不是特征性状态性结构随着情景的变化而变化并且对发展是开放的要了解这些结构，依靠个体间代表性的构思是不够的个体内部变化只能从纵向上获取例如，多层次模型（如，阶层线性模式，或者hlm）允许调查者去分辨个体间和个体内部间要素的差异和去确定变量是否表现的更状态性或者特征性另外，多层次模型允许对上级的影响、下级的个体的倾向和日常的幸福感进行研究在幸福感方面，有证据表明幸福和积极功能有状态性和特征性属性研究表明个人有一种情感“设定点headywearing,1992或者倾向性的情绪或者反应发生的态度水平因此，尽管幸福感的日常运作是相似的，也可能走向一个更加稳定水平的集中个人也可能有不同的最佳功能ilies,morgeson和nahrgang2005把积极功能比作csikszentmihalyi的概念流完整参入一个活动以至于个体表面上忘记了所已经表有事情除了对活动本身的感受最近的研究明这种感受有日常的波动fullagar kelloway,2009积极的功能是否也有类似的幸福o设定值仍不清楚目前的研究试图回答以下三个主要研究问题首先，我们提出的问题心理资本在以后的时间里以何种程度影响雇员的积极功能和幸福？和其他提出积极功能的影响结果的研究人员如，ryff singer,1998一样，我们认为积极功能有助于提升幸福，而且心理资本和幸福的关系以积极功能为媒介其次，我们想要确定日常积极功能和幸福共同变化的范围最后，我们试图确定心理资本和日常积极功能的关系我们认为积极功能跟日常情绪和生活满意度（幸福的标准）有关,无论是在个体之间还是个体内部此外，我们假定积极功能的个体差异跟人的心理资本有关讨论心理资本已被确定为积极组织行为学领域的一项重要的基础建设（luthans,avey patera,2008；luthans,avolio等，2007）尽o管研究组织行为的积极的心理方法的首要目标是了解最佳人类状态，还没有调查研究心理资本和个体幸福感的关系目前的研究旨在通过研究心理资本和幸福感的两个不同的衡量指标（快乐论和实现论）的关系来填补这一空白我们的研究结果表明，在两周的每一天里心理资本跟幸福感的两种类型都有关此外，做实现论工作（即反映人的能力和优势）的个体更可能到体验积极情感和高生活满意度这一发现支持了这样一种观点，积极功能比独自行乐更能带来高生活满意度（peterson,park,seligman,,2005）o组织研究人员常常把职业性幸福感当作工。