近日，北京师范大学湾区国际商学院副教授徐洁博士以第一作者身份在管理学领域重要期刊《Human Resource Management》上发表了题为《Dare to Thrive! How and When Do Development Idiosyncratic Deals Promote Individual Thriving at Work?》的研究论文，该期刊为金融时报(FT)50本期刊之一。

后疫情时代，如何打造不断成长的个体从而帮助组织从生存模式转为可持续的繁荣模式，成为学术界和业界共同关注的重要议题。然而，究竟组织可以通过怎样的个性化工作安排来提升个体繁荣，现有研究提供了很有限的见解。本文以资源保存理论为整体理论框架深入探讨了究竟怎样的个性化契约(发展型、灵活型、还是财务型)能促进个体繁荣并逐步解锁其中的行为过程机制及边界条件。

通过一项在中国企业开展的两阶段滞后调研(研究一)以及一项在英国开展的三阶段滞后调研(研究二)，研究发现，相对于灵活型与财务型个性化契约，发展型个性化契约更能促进个体繁荣；这是因为发展型个性化契约(如度身定做的培训计划)更能促进个体进行趋近型(而非回避型)工作重塑，而趋近型工作重塑更有利于个体在工作中扩张资源而体验繁荣；进一步，研究发现，高质量的上司-下属关系能促使个体有效并安心运用发展型个性化契约而开展趋近型工作重塑，从而体验繁荣。本项目不仅对现有人力资源管理与工作繁荣的文献做出了重要贡献，也为组织如何能够制定个性化的繁荣促进政策提供见解；从资源视角拓展了现有工作繁荣模型，为未来工作繁荣的研究奠定了理论基础。

论文英文摘要：

Despite the importance of a thriving workforce in sustaining organizational success, prior research pays little attention to how individualized human resource (HR) practices can help individual employees to thrive at work. Drawing on the theoretical underpinnings of conservation of resources theory, we investigate whether, how, and when development idiosyncratic deals (i-deals) can contribute to individual thriving. We contend that possessing development i-deals will motivate individuals to engage in approach job crafting, which in turn promotes their experience of thriving at work. We further contend that high-quality leader–member exchange will enhance the function of development i-deals in triggering approach job crafting and subsequent thriving experiences. Results from a two-wave survey involving 278 managers in a pharmaceutical firm in China and a three-wave survey among 178 managers working in various organizations in the UK support our hypotheses. Our findings provide new insights for practitioners seeking to design customized HR practices to support a thriving workforce.