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  • 心理學 : 人性的尊嚴

    「亞當斯效應」在管理心理學與組織行為學中,通常是指美國心理學家約翰·斯塔希·亞當斯(John Stacey Adams)於 1965 年提出的⁠公平理論(Equity Theory)。該理論強調員工的工作動機不僅取決於個人所得的⁠絕對報酬,更受相對報酬與主觀比較的影響。核心運作邏輯員工會將自己在工作中的「付出」與「所得」,與他人的「付出」與「所得」進行主觀比較。


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    組織內自比 (Self-inside):與自己在同一組織內不同時期的投入與報酬進行比較。

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    心理學 : 人性的尊嚴 「亞當斯效應」在管理心理學與組織行為學中,通常是指美國心理學家約翰·斯塔希·亞當斯(John Stacey Adams)於 1965 年提出的⁠公平理論(Equity Theory)。該理論強調員工的工作動機不僅取決於個人所得的⁠絕對報酬,更受相對報酬與主觀比較的影響。核心運作邏輯員工會將自己在工作中的「付出」與「所得」,與他人的「付出」與「所得」進行主觀比較。 職場上的四大比較對象組織內他比 (Other-inside):與同一公司內的其他同事比較。組織外他比 (Other-outside):與不同公司、同行業或社會上類似職位的其他人比較。 組織內自比 (Self-inside):與自己在同一組織內不同時期的投入與報酬進行比較。 組織外自比 (Self-outside):與自己在過去其他公司或環境中的經驗相比較。 給管理者的啟示重視過程公平:員工不僅看重薪水結果,更看重薪酬分配的透明度與決策過程。 溝通與調整:若發現員工有不公平的感受,管理者可透過增加培訓機會、提供願景或調整工作範疇來平衡員工的心理天平,不一定只能依賴加薪。 https://youtube.com/shorts/cm-3c8ebq8E?si=yjIgvdVKMgvjsdFg 心理學
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  • Why OnlyFeet Is the Best FeetFinder Alternative in 2026
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