新生代员工组织忠诚度形成机制研究
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摘要
在全球化日益竞争激烈的时代,企业要永续经营下去,必须向其掌握的人力资源寻求解决之道。而新生代员工作为职场的有生力量,己成为主力军。然而,与高速发展的经济相伴的却是新生代员工的组织忠诚度降到历史新低。频繁的离职、心猿意马的工作心态,给社会、企业和员工个人都带来困扰,因此研究新生代员工的组织忠诚度的问题成为当下关注的热点。本论文试图在借鉴该领域国内外已有的研究成果的基础上,通过实地访谈、问卷调研,得出一手资料来分析新生代员工组织忠诚度下降的原因、影响、应对措施等相关问题。
本论文从新生代员工的特征着手,结合新生代员工成长的时代背景和生长环境,归纳出其五方面的独特个性：视野开阔、思维活跃,极具创造力和想象力,具有很强的创新思维；在“蜜罐”中长大,不易委曲求全,有很大的不稳定性,同时肩负着较大的经济压力；有良好的教育基础,渴望在工作中学到更多的技能和知识,保持终身的就业能力；沟通和交流方式发生重大变革,“虚拟交流”成为重要的渠道；普遍心智较为单纯,渴望简单的人际工作环境；同时喜欢公平、公正、民主的氛围。在对新生代员工个性特征充分了解的基础上,调研影响新生代员工组织忠诚度的原因等,重点从社会、组织、工作、个人四个维度来分析影响新生代员工组织忠诚度的原因,同时检验不同行业、从事不同岗位、处于不同企业性质以及80后、85后和90后组织忠诚度原因的差异,建构出影响新生代员工组织忠诚度的综合模型。为了更深刻地分析新生代员工离职行为,本文引入博弈模型分析方法,建构新生代员工离职的策略影响公式,得出留任核心员工的价值。在此基础上,从外部环境影响、企业层面以及员工个人三方面系统分析了影响员工忠诚度的因素。接下来从高低忠诚度两个维度来分析新生代员工忠诚度对社会、组织和个人的影响。最后通过新生代员工组织忠诚度形成路径着手分析,从管理者转变理念和角色、战略性的人才培养体系、人力资源具体实践,同时引入风险管控、知识管理和回聘制度等方面着眼,建构系统地新生代员工组织忠诚度形成机制模型。
If the enterprises want to own sustainable business, it must find a solution to human resources in the era of globalization increasingly competitive. The new generation of employees has become the main force as the effective strength of the workplace. Accompanied with the rapid development, the new generation of employees' organizational loyalty drops a record low. Due to frequent turnover, distracted work mentality, it has brought trouble to the community, businesses and individual, so this kind of research has become hot issues. This paper attempts to learn from at home and abroad in the field of existing research results, then it obtained first-hand information on the basis of field interviews and questionnaire survey to analyze the problem of organizational loyalty about the new generation of employees.
In this thesis, it summarized its five unique personalities by being proceed from the characteristics of the new generation of employees and being combined with the background of the times and growing environment for the growth of the new generation of employees. Their unique personality as follows:Vision, thinking, active, highly creative and imaginative and highly innovative thinking; Growing up in a "honeypot" is not easy to make compromises, there is a lot of instability, while shouldering greater economic pressure; Good educational foundation, eager to more skills and knowledge learned on the job to maintain life-long employability; Communication and exchange of significant change,"virtual exchange" has become an important channel; Universal mind is more pure, simple desire people work environment; Like a fair, just, democratic atmosphere. Research on the basis of personality characteristics of the new generation of employees, it can fully understand the current situation of separation and the reasons for the new generation of employee turnover. It focuses on four dimensions such as social, organizational, work and personal. At the same time, it tests reasons for leaving difference about different industries, different positions, different companies as well as different times of birth (e.g.80,85and90).In order to gain a deeper analysis of the new generation of employee turnover behavior, we introduce the game model analysis method to construct new generation of employees turnover strategies affect the formula obtained remain in the value of key employees. From the external environment, the enterprise level, and individual employees find out why the new generation of employee turnover, systematic analysis of the factors affecting employee loyalty. Next, from the two dimensions of the level of loyalty, it analyzes impact of the new generation of employee loyalty to society, organizations and individuals. At the last step, On the basis of the path formed by the new generation of Organizational loyalty, We analyze the vision and role of the manager changes, strategic personnel training system, human resources practices, while introducing the method of discussion of risk management and control, knowledge management and back Engagement System, and then construct new generation of organizational loyalty formation mechanism model.
本论文从新生代员工的特征着手,结合新生代员工成长的时代背景和生长环境,归纳出其五方面的独特个性：视野开阔、思维活跃,极具创造力和想象力,具有很强的创新思维；在“蜜罐”中长大,不易委曲求全,有很大的不稳定性,同时肩负着较大的经济压力；有良好的教育基础,渴望在工作中学到更多的技能和知识,保持终身的就业能力；沟通和交流方式发生重大变革,“虚拟交流”成为重要的渠道；普遍心智较为单纯,渴望简单的人际工作环境；同时喜欢公平、公正、民主的氛围。在对新生代员工个性特征充分了解的基础上,调研影响新生代员工组织忠诚度的原因等,重点从社会、组织、工作、个人四个维度来分析影响新生代员工组织忠诚度的原因,同时检验不同行业、从事不同岗位、处于不同企业性质以及80后、85后和90后组织忠诚度原因的差异,建构出影响新生代员工组织忠诚度的综合模型。为了更深刻地分析新生代员工离职行为,本文引入博弈模型分析方法,建构新生代员工离职的策略影响公式,得出留任核心员工的价值。在此基础上,从外部环境影响、企业层面以及员工个人三方面系统分析了影响员工忠诚度的因素。接下来从高低忠诚度两个维度来分析新生代员工忠诚度对社会、组织和个人的影响。最后通过新生代员工组织忠诚度形成路径着手分析,从管理者转变理念和角色、战略性的人才培养体系、人力资源具体实践,同时引入风险管控、知识管理和回聘制度等方面着眼,建构系统地新生代员工组织忠诚度形成机制模型。
If the enterprises want to own sustainable business, it must find a solution to human resources in the era of globalization increasingly competitive. The new generation of employees has become the main force as the effective strength of the workplace. Accompanied with the rapid development, the new generation of employees' organizational loyalty drops a record low. Due to frequent turnover, distracted work mentality, it has brought trouble to the community, businesses and individual, so this kind of research has become hot issues. This paper attempts to learn from at home and abroad in the field of existing research results, then it obtained first-hand information on the basis of field interviews and questionnaire survey to analyze the problem of organizational loyalty about the new generation of employees.
In this thesis, it summarized its five unique personalities by being proceed from the characteristics of the new generation of employees and being combined with the background of the times and growing environment for the growth of the new generation of employees. Their unique personality as follows:Vision, thinking, active, highly creative and imaginative and highly innovative thinking; Growing up in a "honeypot" is not easy to make compromises, there is a lot of instability, while shouldering greater economic pressure; Good educational foundation, eager to more skills and knowledge learned on the job to maintain life-long employability; Communication and exchange of significant change,"virtual exchange" has become an important channel; Universal mind is more pure, simple desire people work environment; Like a fair, just, democratic atmosphere. Research on the basis of personality characteristics of the new generation of employees, it can fully understand the current situation of separation and the reasons for the new generation of employee turnover. It focuses on four dimensions such as social, organizational, work and personal. At the same time, it tests reasons for leaving difference about different industries, different positions, different companies as well as different times of birth (e.g.80,85and90).In order to gain a deeper analysis of the new generation of employee turnover behavior, we introduce the game model analysis method to construct new generation of employees turnover strategies affect the formula obtained remain in the value of key employees. From the external environment, the enterprise level, and individual employees find out why the new generation of employee turnover, systematic analysis of the factors affecting employee loyalty. Next, from the two dimensions of the level of loyalty, it analyzes impact of the new generation of employee loyalty to society, organizations and individuals. At the last step, On the basis of the path formed by the new generation of Organizational loyalty, We analyze the vision and role of the manager changes, strategic personnel training system, human resources practices, while introducing the method of discussion of risk management and control, knowledge management and back Engagement System, and then construct new generation of organizational loyalty formation mechanism model.
引文
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