Research on the Employees' Well-being Of X
Landscape Garden Company
A Dissertation Submitted to
the Graduate School of Henan University
in Partial Fulfillment of the Requirements
for the Degree of
Master of Business Administration
By
Liu Rui
Supervisor: Prof. Zhang Yongjun
June，2018
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I
摘 要
自郑州被列为国家中心城市后，引发了河南省房地产欧亿·体育（中国）有限公司的震荡，全国一线房地产
公司纷纷强势进驻省内地产市场，这对于作为地产项目配套的景观园林欧亿·体育（中国）有限公司来说既是可
贵的机遇也是艰巨的挑战。企业想要在欧亿·体育（中国）有限公司中异军突起，必须具备人力资源优势。自80
后步入职场，传统单一的物质激励对于员工绩效水平的促进作用已经无法发挥良好效
果，新生代员工同样注重个人情感体验，关注从工作获得的幸福感程度。幸福的程度与
员工的绩效水平具有正相关作用，企业要稳定员工并激励员工产出高绩效，对员工的幸
福感管理是势在必行的。通过提升员工幸福感调动员工工作积极性和主动性，提升员工
工作能力和绩效水平，助益企业实现经营目标，创造企业与员工的双赢局面
本文以X公司员工为研究对象，采用文献研究法、访谈法、问卷调查法等研究方法，
对企业员工幸福感进行研究，旨在分析X公司员工幸福感现状以及存在问题，并提出改
善策略和建议。通过对X公司员工幸福感进行调查和分析，发现在幸福感管理上存在员
工幸福感整体水平偏低、35岁以上的员工幸福感程度明显低于其他年龄阶段员工；已婚
员工幸福感程度明显低于未婚员工；项目驻场员工幸福感程度明显低于办公室员工等问
题。基于此，本研究提出了针对特定员工的压力来源，创造性地改善员工的薪酬体系、
关怀体系和培训体系，使薪酬激励效果更具针对性；通过多种形式回馈关怀员工家属，
凝聚其对公司的认同感；建设学习型组织，打造灵活多样的培训模式等策略，力图在人
力资源层面提升员工整体幸福感，进而提升团队工作效率，助力企业持续性发展
本文通过对X公司员工幸福感现状进行分析，寻找员工幸福感管理存在问题并提出
建设性的改进策略和建议，不仅对X公司人力资源管理和实现经营目标起到了推动作
用，也为景观园林欧亿·体育（中国）有限公司其他公司员工幸福感管理提供了参考意义
关键词：员工幸福感，现状，问题，策略
III
ABSTRACT
Since Zhengzhou is listed as the central city of the state, it has triggered a shock of the Real Estate
industry in Henan province. The frontline Real Estate Company in the country has entered the Real Estate
market in the province. This is both a valuable opportunity and an arduous challenge for the landscape
garden industry as a supporting property project. If a company wants to rise in the industry, it must have the
advantage of human resources. Since the generation after 80s entering the workplace, the traditional single
material incentive has been unable to play a good role in promoting the staff performance level. The new
generation employees pay more attention to personal emotional experience and pay attention to the degree
of well-being obtained from work. The degree of well-being has a positive correlation with the
performance level of the employees. It is imperative to manage the well-being of the employees for the
enterprises, if they want to stabilize the staff and encourage the employees to produce high performance.
Through the promotion of employees' well-being, it can arouse the enthusiasm and initiative of employees,
improve the working ability and performance level of employees, help enterprises achieve business goals,
and create a win-win situation for enterprises and employees.
This paper, taking X company as the research object, uses literature research, interview, questionnaire
and other methods to study the problem of employees' well-being, aiming at analyzing the status and
problems of the employees' well-being in X landscape company, and putting forward the improvement
strategies and suggestions. Through the investigation and analysis of the employees' well-being of X
company, we find that the overall level of employees’ well-being is low in the sense of well-being
management. The degree of well-being of employees over 35 years old is obviously lower than those of
other age groups; the degree of well-being of married employees is obviously lower than that of unmarried
employees; the degree of well-being of the staff in the project is obviously lower than that of the office
workers. Based on this, this research aims at the source of stress on specific employees, puts forward the
idea that creatively improve the employee's salary, care system and training system to make the effect of
salary incentive more pertinent. Through a variety of forms to give feedback to the employees' family
members, to condense their sense of identity to the company, to build a learning organization and to create。