摘要
中国市场化改革极大地提升了人力资本价值,使企业员工更有能力凭借自身实力提升幸福感;但人力资本提升也会引发社会和自身的双重高期望,理想与现实的落差和舆论环境的压力会降低员工幸福感。因此,人力资本能否提升员工幸福感,仍是一个值得探索的问题。本研究基于中国综合社会调查2010—2015年的混合横截面数据,利用地位获得理论研究员工人力资本对主观幸福感的影响,研究结果表明:员工人力资本与主观幸福感之间呈正相关关系,其中健康人力资本作用更强;社会地位在员工人力资本与主观幸福感之间起中介作用;性别身份认同调节了员工人力资本与主观幸福感之间的关系;新生代员工主观幸福感明显高于非新生代员工,教育人力资本对幸福感代际具有差异效应作用。
China′s market-oriented reform has greatly enhanced the value of human capital,making employees more able to enhance their happiness with their own strength;however,the promotion of human capital will also lead to the double high expectations of society and itself.The gap between ideal and reality and the pressure of public opinion environment will reduce employees′happiness.Therefore,whether human capital can improve employees′happiness is still a question worth exploring.Based on the mixed cross-sectional data of China comprehensive social survey from 2010 to 2015,this study uses the status acquisition theory to study the impact of human capital on subjective well-being.The results show that:there is a positive correlation between employees′human capital and subjective well-being,in which the role of health human capital is stronger;social status plays an intermediary role between human capital and employees′subjective well-being;gender identity regulates the relationship between human capital and subjective well-being;the subjective well-being of new generation employees is significantly higher than that of non new generation employees,and education human capital has a different effect on the generation of happiness.
作者
张广胜
刘浩杰
ZHANG Guang-sheng;LIU Hao-jie(School of Business,Liaoning University, Shenyang 110036,China)
出处
《商业研究》
CSSCI
北大核心
2021年第1期96-104,共9页
Commercial Research
基金
国家自然科学基金应急管理项目,项目编号:71840010
辽宁省社科规划基金重点项目,项目编号:L18AJY007
辽宁省“兴辽英才计划”项目,项目编号:XLYC1904014
辽宁省“四个一批”人才培养项目,项目编号:LNSGYP200260。
关键词
人力资本
主观幸福感
社会地位
性别身份认同
代际差异
human capital
subjective well-being
social status
gender identity
generational differences
