The thesis, based on the researches and the results on ecosystem and business ecosystem, first defines the concept and the research category of human resource ecosystem, identifies the components and the structure of human resource ecosystem, and then puts forward the co-evolutionary model for human resource ecosystem, and also from the perspective of the complexity of human resource ecosystem and the trophic structure, analyzes the features of the self-adaptive regulation mechanism of human resource ecosystem, and the effects of the external environment, feature inheritance and the niche construction on the self-adaptive regulation mechanism of human resource ecosystem, and gives an account of the effect of culture and cultural inheritance on the self-adaptive regulation mechanism of human resource ecosystem.

This paper consults the theory and technology of niche evaluation of ecology, introduces the concept of human resource niche, establishes the indexes and model for human resource niche evaluation for core staff of the organization, and at last the application test of the model is made for core staff of Chinese enterprises.

This study chooses the first-line employees in 7 medium-small private enterprises in Zhejiang Province, China as the subjects. The relationship between job stress and job satisfaction is studied by applying self-made ‘Job Stress Questionnaire’ and ‘Job Satisfaction Questionnaire’. The results reveal that the subjects with different education and in different functional departments have significant differences on job stress, respectively. A significant interaction between job satisfaction and functional department is also found. Meanwhile, stress of role perception, occupational development, organizational factor and stress of interpersonal relation are negatively and significantly correlated with job satisfaction. Organizational factor, stress of interpersonal relation and stress of occupational development are significantly and negatively predictive of job satisfaction.

本文在对OCQ量表研究的基础上，结合中国国有企业的文化特质，融入矿山企业的行业特点，形成测量矿山企业文化的40个结构化问题，并归纳为8个维度分别是目标愿景、核心价值、实用主义、领导行为、和谐、员工发展、创新改革和关注客户。在进行问卷调查的基础上，对量表进行了实证研究，分析了中国矿山企业文化的现状。

论文以中小民营企业基层员工为研究对象，通过相关量表对其工作压力和工作满意度关系进行调查研究，结果表明：教育程度和职能部门在工作压力上差异显著；职能部门在工作满意度上差异显著。角色认知压力、职业发展压力、组织因素和人际关系压力与整体工作满意度显著负相关，同时组织因素、人际关系压力、职业发展和社会因素对工作满意度具有预测作用。