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Logoleadership: breathing life into loyalty and putting meaning back into work

机译：徽标领导：让生活充满忠诚，使意义重新发挥作用

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摘要

There is an obvious, costly, and disheartening trend towards employee unhappiness at work. Popular culture abounds with symptoms. The Office, Bad Bosses, and Reggie Perrin television series make humor of this organizational malaise, which sadly spills into other life facets such as family, friends, and health. In response, there are plenty of quick fix solutions offered - such as superficial self-help management books, motivational seminars, and organizational initiatives such as slogans, posters, and tee-shirts. These efforts are for naught when one considers the 2000 Hudson Institute Study finding that a mere 42 percent of employees perceive their organizations as deserving their loyalty. Corroborating research has revealed continued low commitment and employee trust in recent years, with a 2011 MetLife survey showing that only 44 percent of small business employees felt company loyalty. One can argue that the current economic uncertainty and demise of traditional leader-employee psychological contracts are at fault. But we contend that organizations can generate affective commitment with Dr Victor Frankl's logotherapy (Frankl, 2006).
机译：有一种明显的，代价高昂的，令人沮丧的趋势，使员工对工作不满。流行文化到处都有症状。 Office，Bad Bosses和Reggie Perrin电视连续剧使这种组织不适变得很幽默，可悲的是，这种不适蔓延到其他生活层面，例如家人，朋友和健康状况。作为响应，提供了许多快速修复解决方案-例如表面的自助管理书籍，激励性研讨会和组织计划（例如标语，海报和T恤衫）。当人们考虑2000年哈德森研究所的研究发现只有42％的员工认为他们的组织值得其忠诚时，这些努力是徒劳的。有确凿的研究表明，近年来，公司的承诺和员工信任度持续下降，2011年的MetLife调查显示，只有44％的小企业员工感到公司忠诚。可以辩称，当前的经济不确定性和传统的领导-雇员心理契约的消亡是有缺陷的。但是我们认为，组织可以通过Victor Frankl博士的徽标疗法产生情感承诺（Frankl，2006年）。

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