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论文编号：	2387
作者编号：	2120082227
上传时间：	2010/6/9 17:09:54
中文题目：	组织变革中员工工作压力管理研究
英文题目：	Research on the Employee Work Stress Management during Organizational Change
指导老师：	王健友
中文关键字：	组织变革、工作压力、初级压力认知评估、次级压力认知评估
英文关键字：	Organizational Change, Work Stress, Primary Stress Cognitive Appraisal, Secondary Stress Cognitive Appraisal
中文摘要：	本研究主要探讨了组织变革情境下员工的工作压力管理问题。论文首先从组织变革的概念和模型等方面回顾了组织变革的相关理论。然后，论文又从工作压力的概念、工作压力源、压力的后果等方面回顾了工作压力的相关理论。同时，论文还重点回顾了组织变革中员工的心理过程、行为反应以及应对策略。 在基础理论回顾的基础上，论文重点讨论了组织变革中的员工压力认知评估。基于Lazarus & Folkman(1984)的压力评估理论，本研究将员工的压力认知评估分为初级认知评估和次级认知评估两种。其中初级认知评估是个人对于压力事件的评估，个人会去评估压力事件对自己的意义、重要性以及对自己的威胁程度。次级认知评估是指个人对压力事件是否能造成影响的评估。论文重点讨论了信任主管、组织公平、员工参与以及知觉到的组织支持等影响员工初级压力认知评估的因素，以及心理授权、工作设计、信任同事和个人社会支持等影响员工次级压力认知评估的因素。 然后，论文又在简单回顾工作压力管理的方式和预防式压力管理框架的基础上，重点谈了分别干涉员工初级和次级压力认知评估过程的压力管理策略。干涉员工初级认知评估的压力管理策略主要有广泛沟通、鼓励员工参与变革和透明地变革；干涉员工次级认知评估的压力管理策略主要有工作设计、培训与能力提升和营造支持性氛围等。 论文最后通过对K企业和S企业在并购变革过程中有效实施压力管理的案例，验证了理论的研究。通过对案例的分析，发现K企业和S企业在并购变革过程中对人员稳定性的强调，以及对员工的信任和在薪酬制度、企业文化建设等方面的政策，有效降低了员工的不确定感，干涉了员工的初级压力认知评估过程，使员工的反应更多朝向积极和建设性的方向。而广泛沟通、员工参与、持续的培训以及“家”的文化氛围的塑造，极大地提升了员工应对并购变革中压力的能力和信息，进而干涉了员工的次级压力评估过程，保证了员工的积极反应。
英文摘要：	The thesis discusses the management of employees’ work stress during organizational change. Firstly, the thesis reviews the theories of organizational change, focusing on the concept, motivations, and some main research models of organizational change. Then, the thesis reviews theories of work stress from the aspects of concept, work stressors, and the consequences of stress. Furthermore, the thesis reviews the psychological process, responses and coping strategies of employees in change. Based on the theoretical reviews, the thesis discusses employees stress recognition appraisal in organizational change. Followed by the research of Lazarus & Folkman(1984), the thesis discusses the factors which influence the primary stress recognition appraisal such as trust in supervisors, organizational justice, employee participation, and perceived organizational support, as well as the factors which influence secondary stress recognition appraisal such as psychological empowerment, work design, trust in peers and individual social support. Then, based on the reviews of work stress management strategies and the framework of Preventative Stress Management, the thesis discuss the management strategies that intervene employees’ primary and secondary stress recognition appraisal process. Finally, the thesis verifies the discussions before by analyzing a typical corporate case, and gives some implications for the future research. The case is about the stress management during the M & A between K Company and S Company. According to the case analysis, it is found that, the emphasis of employment security, the trust in employees, as well as the new policies in compensation & benefits and corporate culture building, reduces employees’ uncertainty, and intervene the process of primary stress cognitive appraisal, and make employees react more posively and constructively. Furthermore, the policies of communication, employee participation and continuous training, as well as the formalization of culture climate of ‘home’, improve employees’ ability and self-confidence which can cope with the stress in M & A change. It also intervene the secondary stress cognitive appraisal process, and resure the positive reactions of empoyees.
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