Institute of Work Psychology, Institute of Work Psychology, University of Sheffield, Sheffield S102TN, United Kingdom.
J Occup Health Psychol. 2012 Apr;17(2):129-38. doi: 10.1037/a0026859. Epub 2012 Feb 6.
Forms of well-being vary in their activation as well as valence, differing in respect of energy-related arousal in addition to whether they are negative or positive. Those differences suggest the need to refine traditional assumptions that poor person-job fit causes lower well-being. More activated forms of well-being were proposed to be associated with poorer, rather than better, want-actual fit, since greater motivation raises wanted levels of job features and may thus reduce fit with actual levels. As predicted, activated well-being (illustrated by job engagement) and more quiescent well-being (here, job satisfaction) were found to be associated with poor fit in opposite directions--positively and negatively, respectively. Theories and organizational practices need to accommodate the partly contrasting implications of different forms of well-being.
幸福感的形式在其激活和效价方面存在差异，除了是消极还是积极之外，它们在与能量相关的唤醒方面也存在差异。这些差异表明，需要完善传统的假设，即较差的人与工作匹配会导致较低的幸福感。有人提出，更多被激活的幸福感与较差的、而不是更好的需要-实际匹配相关，因为更高的动机提高了工作特征的期望水平，从而可能降低与实际水平的匹配。正如所预测的那样，被激活的幸福感（如图所示的工作投入）和更为平静的幸福感（这里是工作满意度）与不良匹配呈相反方向相关联——分别为正相关和负相关。理论和组织实践需要适应不同形式的幸福感的部分对比影响。
