幸福是人类本能的追求，从古至今人们都把幸福作为人生目标，渴望幸福，追求幸 福，进而探索幸福，研究幸福。幸福感的研究在国外已经有很长的历史，虽然国内研究 起步较晚，但是近几年受重视程度也不断增加，在国家的十三五规划中，提升人民的幸 福感、获得感和安全感更是成为了改善民生的重点。而对个人来说，随着生活水平的提 高，人们对于追求幸福，获得幸福感的需求也在不断增加。一些研究结果表明，在日常 工作中，幸福感可以通过提高员工的工作绩效、降低离职意愿，进而提升组织层面的运 营效果。因此，组织如何提升员工幸福感，提升工作效率，降低员工流动率具有一定的 研究价值。 Y互联网公司作为在技术、人才和信息高度密集，竞争激烈的深圳，同样面临研发 人员流失率高的问题。为此，本次论文通过对Y互联网公司的员工幸福感进行了研究， 首先应用文献分析法、问卷调查法、统计分析法以及访谈法开展对Y互联网公司部分研 发人员幸福感调查，确定影响研发人员幸福感的因素。再分别运用心理学、管理学以及 社会学等相关知识，对Y互联网公司员工幸福感的影响因素展开实证研究。 调查分析发现参与调查的Y互联网企业的研发人员幸福感在总体水平中等。在员工 个人情况方面，女员工的幸福感高于男员工；二十五岁到三十岁之间员工幸福感比其他 年龄段低；研究生及以上学历的员工幸福感低于其他学历层次的员工。在企业层面，工 作自主程度低，工作氛围不和谐，薪酬福利低，对培训不满意的员工拥有较低的幸福感。 社会层面，拥有美好生活向往，主观上满意自己的社会阶层，家人较支持的员工拥有更 高的幸福感。 基于研究数据及访谈分析，对影响Y互联网公司研发人员幸福感可能存在的问题进 行了探讨，同时提出了提升Y互联网公司研发人员幸福感的策略。企业应该着重从工作 自主、工作氛围、薪酬福利、培训机会积极采取措施，确保和谐的家庭——工作氛围， 提升员工幸福感，进而达到提高员工工作绩效，降低员工离职意愿的效果。 关键词： Y互联网企业；研发人员；员工幸福感；影响因素 II RESERCH ON HAPPINESS OF R&DPERSONNEL OF Y INTERNET COMPANY ABSTRACT Happiness is the pursuit of human instinct. Since ancient times, people have taken happiness as their life goal, yearning for happiness, pursuing happiness, and then exploring and studying happiness. The research on happiness has a long history abroad. Although the domestic research started late, it has been paid more and more attention in recent years. In the 13th five years plan of the party, improving people's happiness, gain and security has become the focus of improving people's livelihood. For individuals, the pursuit of happiness and the need for happiness is also increasing. Some research results show that in daily work, well-being can improve employees' job performance, reduce turnover intention, and help to improve the operational effect at the organizational level. Therefore, how to improve employee well-being, improve organizational efficiency and reduce employee turnover rate has a certain research value. As a highly technology, talent and information intensive and competitive company in Shenzhen, Y Internet company also faces the problem of high loss rate of R & D personnel. For this reason, this paper studies the happiness of employees in Y Internet company. Firstly, it uses literature analysis, questionnaire survey, statistical analysis and interview to investigate the happiness of some R & D personnel in Y Internet company and determine the factors that affect the happiness of R & D personnel. Then we use psychology, management, sociology and other related knowledge to carry out empirical research on the influencing factors of employee well-being of Y Internet company. The survey analysis found that the happiness of the R & D personnel of the Y Internet enterprises participating in the survey was medium in the overall level. In terms of personal conditions of employees, the happiness of female employees is higher than that of male employees; The happiness of employees between 25 and 30 years old is lower than that of other age groups; The happiness of employees with graduate or above education is lower than that of employees with other education levels. At the enterprise level, the degree of work autonomy is low, the working atmosphere is not harmonious, the salary and welfare are low, and the employees who are not satisfied with the training have a lower sense of happiness. At III the social level, employees who have a good life aspiration and are subjectively satisfied with their social class have a higher sense of well-being than employees who are supported by their families. Based on the results of research and analysis, this paper discusses the problems of happiness of R & D personnel in Y Internet company, and puts forward strategies to improve the happiness of R & D personnel in Y Internet company. Enterprises should take active measures from work autonomy, working atmosphere, salary and welfare, and training opportunities to ensure a harmonious family working atmosphere, improve employees' happiness, so as to achieve the effect of improving employees' work performance and reducing employees' turnover intention. KEY WORDS ： Y Internet Company; R & D personnel; Employee happiness ; Influence factor IV 目 录 摘要 ............... I ABSTRACT ....... II 第一章 绪论 .. 1 1.1 研究背景 ......................... 1 1.2研究意义与目的 .............. 2 1.2.1 研究意义 ............... 2 1.2.2 研究目的 ............... 2 1.3 研究内容与创新点 ......... 3 1.3.1 研究内容 ............... 3 1.3.2 创新点 ................... 3 1.4 研究方法与研究技术路线 ............................ 4 1.4.1 研究方法 ............... 4 1.4.2 研究技术路线 ....... 4 1.5 理论基础与文献综述 ..... 5 1.5.1 理论基础 ............... 5 1.5.2 文献综述 ............... 7 1.5.3 研究评述 ............. 12 第二章 Y互联网公司研发人员幸福感现状调查 .. 14 2.1 Y互联网公司介绍 ........ 14 2.1.1 公司基本介绍 ..... 14 2.1.2研发部门介绍 ...... 14 2.2 前期访谈与问卷编制 ... 16 2.3 调查问卷设计 ............... 17 2.4 调查实施 ....................... 19 2.4.1 预调查 ................. 19 2.4.2 信度检验 ............. 19 2.4.3 效度检验 ............. 20 V 2.5 Y互联网公司研发人员样本选择和数据收集 .......................... 20 第三章 影响Y互联网公司研发人员幸福感因素分析 ...................... 23 3.1 员工个人统计分析 ....... 23 3.1.1 研发人员的性别与幸福感差异 ........ 23 3.1.2 研发人员的年龄与幸福感差异 ........ 24 3.1.3研发人员教育程度与幸福感差异 ..... 25 3.1.4 研发人员工作年限与幸福感差异 .... 26 3.2 企业因素对研发人员幸福感的影响 .......... 28 3.2.1 研发人员工作自主与幸福感差异 .... 28 3.2.2研发人员工作氛围与幸福感差异 ..... 29 3.2.3 研发人员薪酬福利与幸福感差异 .... 29 3.2.4 研发人员培训机会与幸福感差异 .... 30 3.3 社会因素对研发人员幸福感的影响 .......... 31 3.3.1 研发人员美好生活与幸福感差异 .... 31 3.3.2 研发人员社会地位与幸福感差异 .... 32 3.3.3 研发人员家人支持与幸福感差异 .... 33 第四章 Y互联网公司研发人员幸福感影响问题分析 ......................... 34 4.1 个人层面幸福感影响问题 .......................... 34 4.2 企业层面幸福感影响问题 .......................... 35 4.2.1 基于外部激励的影响因素分析 ........ 35 4.2.2 基于企业内部人际关系的影响因素分析 ....................... 36 4.3 社会层面幸福感影响问题 .......................... 36 4.3.1 基于社会环境的影响因素分析 ........ 37 4.3.2 基于社会关系的影响因素分析 ........ 37 第五章 提升Y互联网公司研发人员幸福感的策略 .......................... 38 5.1 提升幸福感的必要性 ... 38 5.2 提升幸福感的可能性 ... 38 5.3 提升员工层面的策略 ... 39 5.3.1满足员工合理需求 ............................. 39 5.3.2 营造幸福职场环境 ............................ 40 VI 5.3.3 建立员工援助计划 ............................ 40 5.4 提升企业因素层面的策略 .......................... 41 5.4.1合理进行工作分析和设计 ................. 41 5.4.2 重视员工职业生涯规划 .................... 41 5.4.3 科学设计绩效考核和薪酬分配方案 42 5.5 提升社会因素层面的策略 .......................... 43 5.5.1 承担社会责任 ..... 43 5.5.2 打造公益品牌 ..... 43 5.6 提升策略的实施保障 ... 44 5.6.1 组织层面 ............. 44 5.6.2 制度层面 ............. 44 5.6.3 资金层面 ............. 44 第六章 结论和展望 ................... 46 6.1 结论 46 6.2 研究不足和展望 ........... 47。。。。。。以下内容略