在我们重聚之后,我想知道我在哈佛的同班同学——哪怕只是我在班上的朋友——的情况是否属于异常。于是我开始寻找这个国家职业心理的有关数据。结果发现,我同学的不满并非特例;即使在经济繁荣的时期,也有比例高得让人吃惊的一部分美国人存在职业痛苦。在20世纪80年代中期,大约61%的员工对自己的工作感到满意。从那以后,这个数字大幅下降,在50%左右徘徊;最低是在2010年,只有43%的员工感到满意,以上数据来自世界大型企业联合会(Conference Board)。其余的人则说,他们大多数时候都对工作不开心,或者最多也就是不确定。甚至是在赋予崇高自我形象的专业人士当中,比如医学和法律从业者,其他的一些研究也注意到了他们身上不满情绪的上升。为什么会这样呢?根据我跟同学的对话,以及开始查阅的研究,答案可以归结为难以忍受的工作时数、政治内耗、全球化带来的竞争加剧、互联网孕育出的“永远在线文化”——但还有这些职场人士也说不清的原因,那是一种隐隐的感觉——他们的工作不值得他们投入那么多辛苦。
This wave of dissatisfaction is especially perverse because corporations now have access to decades of scientific research about how to make jobs better. “We have so much evidence about what people need,” says Adam Grant, a professor of management and psychology at the University of Pennsylvania (and a contributing opinion writer at The Times). Basic financial security, of course, is critical — as is a sense that your job won’t disappear unexpectedly. What’s interesting, however, is that once you can provide financially for yourself and your family, according to studies, additional salary and benefits don’t reliably contribute to worker satisfaction. Much more important are things like whether a job provides a sense of autonomy — the ability to control your time and the authority to act on your unique expertise. People want to work alongside others whom they respect (and, optimally, enjoy spending time with) and who seem to respect them in return.
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