在全球化与数字经济迅猛发展的当代, 企业竞争的维度已发生深刻演变, 从单纯的产品、技术与资本博弈, 转向更深层次的文化、价值观与可持续发展能力的较量。人文精神, 作为一种以人为中心, 关注人的价值、尊严、发展与福祉的哲学思想, 正从企业管理的边缘走向核心, 成为构筑企业可持续竞争力的基石与灵魂。本文旨在系统梳理企业人文精神的历史脉络与哲学基础, 深入剖析其“以人为本”的核心内涵。通过对比分析谷歌、华为、帕塔哥尼亚等企业的成功实践, 以及反思某些企业因人文精神缺失而导致的危机, 本文将从内部治理与外部责任两个维度, 论证人文精神对于构建和谐劳动关系、激发组织创新活力、塑造卓越品牌形象及实现长期商业成功的不可或缺 性。最后, 本文将构建一个培育企业人文精神的整合性路径模型, 为企业管理者提供理论参考与实践指南。

In the contemporary era of rapid globalization and the booming digital economy, the dimensions of enterprise competition have undergone profound transformation—from traditional competition in products, technology, and capital to deeper competition in culture, values, and sustainable development capabilities. The humanistic spirit, as a people-centered philosophical concept that emphasizes human value, dignity, development, and well-being, is moving from the periphery to the core of enterprise management and becoming the foundation and soul of building sustainable competitive advantage. This paper systematically reviews the historical development and philosophical foundations of the humanistic spirit in enterprises and provides an in-depth analysis of its “people-oriented” core connotation. By comparing the successful practices of Google, Huawei, Patagonia, and other enterprises, as well as examining crises arising from a lack of humanistic spirit in certain companies, the paper argues—through the dual dimensions of internal governance and external responsibility—that humanistic spirit is indispensable for fostering harmonious labor relations, stimulating organizational innovation, shaping a strong brand image, and achieving long-term business success. Finally, an integrated pathway model for cultivating humanistic spirit in enterprises is proposed to offer theoretical reference and practical guidance for managers.