变革中追求卓越：最优化与满意型员工的适应性绩效及其PERMA机制研究

To stand out among the unprecedented competitions and challenges in today’s business world, companies need to seek ways to change and accelerate their adaption. Adaptive performance, as important index for evaluating and assessing employee’s abilities and competencies to cope with changes, becomes extremely important. Based on a process perspective, this project explains how employee cognitive styles (maximizing vs. satisfying) influence their adaptive performance, and examines the underlining psychological mechanism as well as possible boundary conditions. This project also draws on PERMA (five elements of happiness)-a leading theory in positive psychology field- as the theoretical framework of mental mechanism, and proposes two possible path models to explore the causal relationship between adaptive performance and working happiness. The project focuses on the organizational context and use methods including experience sampling methodology (ESM), scenario-questionnaires, experiments and other empirical approaches. Our findings will answer questions about how maximizing and satisfying styles differently predict three types of adaptive behaviors. The implications of satisfaction and meaningfulness for these two types of employees will also be discussed. In addition, the findings would provide knowledge and solutions for the conflicts between maximizing employees’ performance optimization and their negative experience. Eventually, the results of this research will provide theoretical implications and practical suggestions for employee recruitment, training, development, and position arrangement for organizations.

要想在前所未有的竞争和挑战中脱颖而出，就需要组织加速适应且不断寻求变革。适应性绩效作为评价和衡量员工应对变化的能力和素质指标，具有极为重要的价值。本课题基于过程的视角，探究员工的认知风格（最优化vs.满意型）对适应性绩效的影响，验证背后的心理机制及其可能存在的边界条件。本课题将积极心理学的前沿理论—PERMA（幸福五要素）作为心理机制的理论框架，提出并验证两个可能的路径模型，以探究两类员工有关适应性绩效与幸福感之间的因果关系。本课题主要针对企业情境，采用经验取样方法（ESM）、情景问卷、实验设计等多种实证方法。本研究成果将能够回答，最优化与满意型员工在三类适应性绩效上各自的优劣，以及满意感与意义感在两个层次上对两类人各自的意义，并能够为理解和解决最优化员工在绩效追求与负性体验上的冲突提供方案。最终为企业在员工选拔、培训和开发、以及职位设置等方面提供理论依据和建设性的指导意见。

最优化倾向是一种认知风格，指个体在选择和决策过程中投入时间、精力等成本，以图尽可能获得最优结果的倾向。随着最优化相关研究的进行，学者在最优化的概念、其所包含的成分、在不同领域中的适用性等研究方面都存在着争论。课题组深入探索了最优化和满意型决策风格的理论概念和测量方法，尤其是基于PERMA五元素模型，对于最优化者两个层次做出了具有创新性的探讨。我们首先考察了最优化认知风格及其概念的辨析，其在中国情境下的本土化，并对其量表实施了改编和修订，创新性地提出了最优化决策风格的领域特异性概念，并完成了相应的实证研究。研究人员通过一系列的实证研究对最优化决策者进行了深度解析，描绘了最优化决策者和满意型决策者在决策过程和结果中的差异。研究证实了学业适应和适应性绩效与实现幸福之间的联系，最优化倾向的大学生具备更强的大学适应性，并能影响其幸福感。最优化的员工通过家庭工作的增益具备更强的适应性绩效，最优化女性通过保持较高的择偶标准从而获得更好的关系满意度。最优化者通过提升积极情绪和增加投入，在人际关系、意义感、成就等方面展现出很强的适应性，体现了最优化者在长期适应和实现幸福的优势。在被试群体上，本课题拓展了原定的企业职工，将之扩大到大学生群体、企业职工群体和职业女性群体上，在不同的群体身上验证了最优化和满意型认知风格的差异和边界条件。本课题的研究结果对于最优化概念的阐明和拓展，对于最优化领域的理论建构有着重要意义，并且能在实践中帮助企业在员工选拔、培训、岗位开发等方面提供建设性指导意见。