Employee wellbeing in Chinese enterprises 浙江工商大学 摘要：在西方国家，员工福利问题日渐成为人力资源管理中的核心问题。众多研究表明，员工福利对于有效管理至关重要，因为它对员工的表现和组织行为有重要影响。这篇论文的目的在于从积极和消极方面分析影响员工福利的因素，并且给予恰当的建议来提高中国员工身体心理和社会环境福利
关键词：中国员工福利绩效影响因素措施
Abstract:In western countries，employee well-being （EWB） has become a topic of growing interest in human resource management.And many studies have found that EWB is crucial to effective management practices，for it has important effect on workers" performance and organizations" betterment.The purpose of the paper is to analyze the sources that effect employee well-being positively and negatively and give appropriate suggestions to improve the workers" physical，psychological and social well-being in China.
Key words:Chinaemployee well-beingperformanceinfluencing factorsmeasures
1.Present Situation
As time goesby，the economy of China is developing increasingly rapidly.The world has witnessed the amazingly high speed of China"s economic and social development in recent years.There is no doubt that China has made great contributions to the world.Thus，China has been called the world economic engine.
However，there"s no free lunch in the world.The economic development ofChina is at the sacrifice of polluting the environment and destroying the employee wellbeing.Chinese，especially the urban citizens，have to do their utmost to keep pace with modern life and survive the ever-fierce competition in all professions.Under this unprecedented tension and pressure，many experience bouts of physical or mental breakdowns.
2.Introduction
The definition and meaning of employee wellbeing （EWB） is emergent，with a number of competing meanings of it，making a precise definition of it open，and that it can take different forms.In a studyon high-involvement work processes，work intensification and employee well-being of 775 New Zealand employees，four variables were used as dependent variables of EWB:job satisfaction，fatigue，job-induced stress，and work?life imbalance.（ Keith Macky and Peter Boxall 2008 ）.And others had a broader scope which includes employee welfare，stress，insecurity，exhaustion，wellness programs，health screening，and employees" physical，emotional and psychological states （Cully et al.，1999，p.113；Woodall and Winstanley，2001，p.39）.Guest and Conway （2004） define wellbeing in terms of six constructs including:a manageable workload；personal control over the job；support from colleagues and supervisors；positive relationships at work；a reasonably clear role and a sense of control of involvement in changes in the organization.
3.Importance of employee well-being
Nowadays，employee wellbeing in the enterprise management has become an important problem.As life and working rhythm is accelerating and employees to compete against each other pressure increases，the personality of the psychological demands of ascension，enterprise staff"s mental health problems are becoming more and more sharp.
Man"s needs are various from each other，among the material，spiritual and psychological needs.To pay attention to the psychological and meet employee compensation，can contribute to employees" work motivation，facilitate employee mental health，reduce the management cost and improve organizational culture，enterprise performance，and the management of the company.It also helps the company establish good human and culture environment.
4.Influencing factors on employee well-being
Working environment
Working pressures
Organizational pressures
Emotional intelligence of employees
5.1 Toimprove the physical employee wellbeing
the enterprises must，at first，meet employees" most basic needs - physiological needs and security needs to get better development.Then Enterprises are supposed to provide employees with basic physiological wellbeing to work and live in the cozy，clean working and living environment.And the factory must be equipped with safe assemble line and create a good working environment for the workers，which will reduce the frequency of industrial injury or accident.
5.2 To improve the psychological employee wellbeing
So，how can the enterprises satisfy the spiritual demands for employees to make them obtain higher psychological salary？ Some suggestions are as follows:
1.Treat Employees with Respect and Courtesy treat your employees as you would like to be treated.Say“Please do this”in a normal tone of voice.Use their given name in a respectful manner.
2.Create an atmosphere of trust to make sure employees know that they can trust what you say.Employees will be more motivated if they have confidence that you will hold up your end of the bargain.
3.Offer reward incentives.A job well done might be rewarded with a gift card or a cash bonus.This reward can come as a surprise to the employees who earn it，or it can be announced as a sort of game or contest.Having a goal to work towards that directly benefits the employee can help create enthusiasm，which tends to be contagious.
4.Recognize and praise your employees.Don"t forget the verbal and written employee recognitions and awards.Job satisfaction and employee motivation and employee morale will all go up with positive feedback on their work.Recognition and praise provide the incentive for amateur athletes to spend many hours working hard to improve.Rarely，are they rewarded by money.Recognition and praise of doing a job well can be very motivating for employees just as it is for amateur athletes.
References:
Douglas Renwick.（2009）.“The origins of employee wellbeing in Brazil:an exploratory analysis”，Employee Relations:Vol.31，Iss.3；pg.312
Ajay K.Jain，Sabir I.Giga，Cary L.Cooper.（2009）.“Employee wellbeing，control and organizational commitment”，Leadership & Organization Development Journal.Bradford:Vol.30，Iss.3；pg.256
Su Lei.（2005）.“Healthy workers means efficient service”.Beijing.Beijing:Vol.48，Iss.8；pg.28
Andrew Smith and Michael Pitt.（2009），“Sustainable workplaces:improving staff health and well-being using plants”，Journal of Corporate Real Estate；11，1；ABI/INFORM Global pg.52
Keith Macky and Peter Box all.（2008）.“High-involvement work processes，work intensification and employee well-being:A study of New Zealand worker experiences”，Asia Pacific Journal of Human Resources；46:38
（责任编辑：韩晓兵）