情绪的目标结构变化说与情感管理的发展

A Goal-Structure-Change Theory of Human Emotion and the Development of Emotion Management

对情绪、情感的态度转变是传统管理与现代管理的一个分水岭。基于人类心理的自组织模式,可以发现,在一定情境中,个体目标结构变化的方式或历程决定着所发生的情绪的性质,目标结构变化的速度与机体预备的能量激活水平决定着所发生的情绪的强度,这就是情绪的目标结构变化说。这一理论构成了情感管理的理论基础,它使我们认识到,情感管理的本质就是尊重人的尊严与价值,促进人们实现自己的愿望与梦想,让人们体验生活的幸福与快乐。情感管理应成为人本管理的中心环节。

The change of the attitude toward human emotion is a watershed between traditional and modern management. The article analyzes the theoretical predicament of research on human emotion, and puts forward a new theory of emotion based on a self-organization model of psychology, which is called the goal-structure-change hypothesis of emotion. And it further studies the theoretical bases of emotion management in an organization, and suggests that the essence of emotion management be to respect dignity and value of the employees, to help people realize their wishes and dreams, and to make people experience joy and happiness of life. It concludes that emotion management should be the center of humanity management.