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论文编号：	10719
作者编号：	2120163032
上传时间：	2018/12/9 10:52:38
中文题目：	新生代员工工作价值观及其管理研究
英文题目：	Research on New Generation Employees'' Work Values and Management
指导老师：	孟繁强
中文关键字：	代际差异；新生代员工；工作价值观；管理策略
英文关键字：	Generational differences; the new generation employees; work values; management strategies
中文摘要：	现阶段，在80后成为企业的中流砥柱、90职场中崭露头角、第一批00后步入成年的背景下，企业人力资源管理受到巨大冲击，职场上的代际差异日益明显。以80后、90后、00后为代表的新生代员工，以其良好的教育背景和开拓创新能力而成为我国企业的宝贵资源。而新生代员工的工作价值观与以往代群存在着明显的差异，通过了解工作价值观的代际差异，从而提高员工之间的代际和谐、提高80后和90后员工的工作效率、理解00后的工作行为和工作偏好，对于解决企业的管理难题和中国整体经济的可持续发展都有着十分重要的意义。 在职场上，工作价值观发挥着十分重要的意义，对员工的工作偏好、工作态度产生着指导作用。工作价值观能够促进员工的组织公民行为，工作价值观能够提高其敬业度水平、改善工作绩效。所以，企业若是想在社会竞争中拥有核心竞争力，必须充分了解员工的工作价值观。 在我国，一直被研究学者使用的经典工作价值观量表，为多年前由国外的研究学者进行开发的。随着我国经济发展与社会转型，一直被使用的国外量表不再适用于我国的员工。部分国内研究学者也曾针对我国员工开发了工作价值观量表，但是90后员工的样本数据不足、00后员工的样本数据尚且空白，这些量表无法直接用于描述 90后、00 后员工的价值观。本文在综合国内外的量表的基础上开发了调查问卷，主要针对80后、90后、00后的人群进行了发放及样本收集，通过方差分析、回归分析和因子分析最终得到19个题项的新生代员工工作价值观量表。量表通过了统计检验，拥有较高的信效度水平。 本文基于调查所得到的数据，从工作价值观代际差异对员工个体的影响及对组织管理的影响两方面进行了分析。本研究还从企业的角度提出加强对新生代员工工作价值观的了解、从而转变管理理念等管理策略；从新生代员工角度提出明确自己的工作价值观等方式。
英文摘要：	At the present stage, with the post-80s becoming the mainstay of enterprises, the post-90s emerging in the workplace, and the first batch of post-00s entering adulthood, the human resource management of enterprises has been greatly impacted, and the inter-generational differences in the workplace have become increasingly obvious. The new generation employees represented by the post-80s, post-90s and post-00s have become valuable resources for Chinese enterprises with their good educational background and innovative ability. There are obvious differences between the work values of the new generation employees and the previous generations. By understanding the generational differences of work values, we can improve the generational harmony among employees, improve the work efficiency of the post-80s and post-90s employees, understand the work behavior and work preferences of the post-00s, and solve the management problems of enterprises and China's integration. The sustainable development of the body economy is of great importance. In the workplace, work values play a very important role in guiding employees’ work preferences and attitudes. Work values can promote employees’ organizational citizenship behavior, and work values can improve their level of engagement and work performance. Therefore, if the enterprise wants to have the core competitiveness in the social competition, it must fully understand the work values of employees. In China, the classical Work Values Scale, which has been used by researchers, was developed by foreign researchers many years ago. With China's economic development and social transformation, the foreign scale which has been used all along is no longer applicable to our employees. Some domestic researchers have developed the Work Value Scale for Chinese employees, but the sample data of post-90s employees are insufficient and the sample data of post-00s employees are still blank. These scales can not be directly used to describe the values of post-90s and post-00s employees. This paper develops a questionnaire on the basis of domestic and foreign scales, mainly for the post-80s, post-90s and post-00s. Through the analysis of variance, regression analysis and factor analysis, a new generation of employees’ work values scale with 19 items is obtained. The scale passed a statistical test and had a high level of reliability and validity. Based on the data obtained from the survey, this paper analyses the impact of generational differences in work values on individual employees and on organizational management. This study also proposes management strategies such as strengthening the understanding of the new generation of employees' work values and changing management concepts from the perspective of enterprises, and clarifying their own work values from the perspective of the new generation of employees.
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