对照版翻译

1.Mihaly Csikszentmihalyi,who

coined the term flow,which adherents of positive psychology would use to describe the job-induced high,says that distinction is a false one. “Anything can be enjoyable if the elements of flow are present ,”he writes in his book Good Business .

“Within that framework ,doing

a seemingly boring jo

b can be a

source of greater fulfillment than one ever thought possible.”

2.But neither the late 1990s

boom nor the subsequent bust had much impact in either direction, indicating that the state of worker happiness goes much deeper than the swings of the economy. 米哈里·奇凯因特米哈里发明了“强感受”(flow) 这个说法, 信奉正面心理学的人常用此词来描述由工作而引发的兴奋状态。认为这种区分是错误的。

在《称心如意的工作》一书中他写道“只要存在强感受因素, 任何事情都能给我们带来愉悦。

根据这一观点,从事一份表面看上去枯燥的工作却会给人们带来想象不到的更大的成就感。”

但是20 世纪90 年代后期的经济繁荣和随之而来的经济萧条都没有对员工的两种工作态度产生多大影啊,这表明工人在工作中是否能获得快乐感有比经济形势更深层的原因。

3.Martina Radix,41,traded a

high-pressure job as an executive assistant at a company where she liked her colleagues for a less taxing position as a clerical worker in

a law firm six years ago. She

has more time and flexibility but feels stifled by her co-workers and unappreciated by her boss. “I am a misfit in that department,”she says.

“No matter how good your personal life is ,if you go in to a bad atmosphere at work ,it takes away from it. ”

4.In fact, engagement at

work is less a function of your personality than is happiness in general. Harter estimates that individual disposition accounts for only about 30% of 41 岁的马丁娜·蕾迪克斯原是一家公司的经理助理 ,虽然工作压力大,但她和同事相处都很好, 6 年前她换了工作,到一家律师事务所成了一名职位相对清闲的办事员。如今她时间多了,自由度也大了,但她感觉和这里的同事共事太压抑,也得不到老板的赏识。她说“我不适应这个部门。不管你个人生活多惬意,

如果工作单位氛围不好 ,个人生活就会大受响。”

事实上 ,对工作的投入与其说是人的个性使然 ,

不如说是源于人们在工作中总体上感到的快乐。哈特认为 ,对工作高度投入与并不投入的员工之间之

the difference between employees who are highly engaged and those who are not. The rest of it is shaped by hundreds of interactions that employees have every day with co-workers, supervisors and customers.

5.Until recently, businesspeople would dismiss employee well-being as “outside their domain and kind of fringe-ish”, says Thomas Wright ,a professor of organizational behavior at the University of Nevada, Reno. Early hints of the importance of worker happiness were slow to be accepted.

6.But later studies that looked at job-satisfaction ratings were inconsistent. Broader measures of happiness , it turns out, are 所以存在差异 ,员工的个性只起 30% 的作用 ,

其他的取决于员工每天与同事、主管以及客户的频繁交往。

直到不久前,企业家们还不愿考虑员工是否工作心情舒畅的问题 ,认为这“不属于他们关心的范围 ,和他们的职责范围相去甚远”, 内华达大学里诺分校的组织行为学教授托马斯·赖特说 . 人们忽视了员工幸福感重要性的早期暗示.

但后来对工作满意度的许多研究结果却前后矛盾。现在看来 ,用更广泛的衡量标来评估快乐感受能够