新生代员工工作价值观、组织认同对其产出的作用机制研究
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摘要
现阶段,我国以80后、90后为代表的新生代员工已经开始成为企业发展的主力军。新生代员工以其良好的知识技能和开拓创新能力而成为企业成长与发展的宝贵资源。在我国人口资源发展的现实背景下,对新生代人力资源展开系统研究是十分必要的。在企业人力资源队伍中,新生代员工的工作价值观是否与老一辈员工工作价值观存在明显差异,这些差异又主要体现在哪里?新生代员工工作价值观是否能够通过作用于他们的组织认同感,进而改善新生代员工的工作产出?新生代员工的工作价值观对他们的工作绩效和工作满意度的影响机制又是怎样的?这些正是本研究要回答的问题。反观理论界,尽管国内外学者们对工作价值观、组织认同和工作产出等问题的研究文献很多,但把这三个变量结合在一起,尤其是以组织认同为中介变量来揭示新生代员工的工作价值观对工作产出影响机理的研究成果尚不多见。
基于此,本文进行研究的目的就是根据从不同地区和不同类型企业的调查研究中发现的新生代员工在企业管理中的实际问题,借鉴国内外对工作价值观、组织认同与工作产出的研究成果与方法,探询新生代员工的管理实践问题及其相应的内在规律,进行新生代员工在工作价值观、组织认同和工作产出之间相互作用关系的研究。关注新生代员工的个性特征与工作价值观、创造条件使新生代员工能够在企业发展中实现自我价值,提升他们的组织认同感,进而对组织的工作产出的影响进行深入研究,不仅具有重要的现实意义,而且具有重要的理论价值。
论文运用质性研究开发了新生代员工的工作价值观量表并厘清了其结构,采用定量研究探讨了新生代员工工作价值观对其工作产出的影响机制,重点考察了组织认同在其中的中介作用及情绪智力在其中的调节作用。
一方面,论文开发了新生代员工的工作价值观量表。本研究采用Farh,Zhong,&Organ(2004)构建量表的程序,经过对新生代员工开放式问卷调查获取与新生代工作价值观相关的原始资料条目、条目精简与内容效度检验、基于302个样本的探索性因子分析及307个样本的验证性因子分析等阶段与步骤,编制了新生代员工工作价值观量表,包括态度倾向、内在需求与职业道德三个维度,共14题。结果表明,此量表具有较好的模式匹配度。此量表不仅针对了本土文化特性、意识形态,而且与新生代员工的特质相吻合,此外采用“自上而下”与“自下而上”相结合的严谨的编制程序,在一定程度上保证了量表是中国情境下的突破与发展。
另一方面,论文探讨了新生代员工工作价值观对其工作产出的影响机制,重点考察了组织认同在其中的中介作用及情绪智力在其中的调节作用。论文以我国东部沿海、中部地区和西部地区三类梯度区域的不同类型企业进行抽样选择新生代员工作为研究对象,在收集和阅读了大量有关工作价值观、组织认同、工作产出和新生代员工等的相关研究文献的基础上,提出我国新生代员工的工作价值观、组织认同与工作产出之间相互作用关系的研究模型。在对新生代员工的基本涵义、行为特征和管理要求进行理论分析的基础上通过对18名不同区域、不同企业和不同职业新生代员工的深度访谈和312份有效调查问卷的数据收集、整理和汇总分析,获取了大量的一手资料信息。并利用信度与效度分析、相关分析、回归分析与结构方程对实地调查收集到的数据进行了归纳分析。实证研究结果检验了新生代员工工作价值观念与组织认同、组织认同与工作产出之间关系的作用机理。本文证明了新生代员工的工作价值观对组织认同和工作产出的正向影响,即新生代员工的工作价值观能够有效提升企业内员工的组织认同和工作产出效能。回归分析结果验证了新生代员的工工作价值观各维度对工作产出各维度的作用机理,解释了新生代员工的工作价值观各维度能够正向影响工作产出的程度。回归分析结果还验证了组织认同在新生代员工的工作价值观与工作产出之间具有部分中介作用,组织认同能解释工作价值观对工作产出的作用机理,这说明本文所提出的新生代员工的工作价值观、组织认同与工作产出的研究模型成立。本文的回归分析结果还发现新生代员工的情绪智力对新生代员工的工作价值观与组织认同、组织认同与工作产出之间的关系具有显著的调节作用,并验证了组织认同对工作产出具有显著的正向作用。
本研究的理论贡献在于：首先,开发了新生代员工工作价值观量表,丰富与繁衍了工作价值观理论；其次,揭示了新生代员工组织认同在工作价值观对其工作产出间的中介作用机制,一定程度上整合了工作价值观理论与组织认同理论；再次,发现了新生代员工情绪智力在工作价值观念与组织认同、组织认同与工作绩效之间的调节作用,在一定程度上深化了情绪智力理论；最后,通过探索中国情境下新生代员工工作价值观的结构和测量量表,构建中国情境下新生代员工工作价值观对工作产出的作用机制模型,在一定程度上实现了工作价值观理论的情境化研究。基于研究发现与研究结论,论文从工作价值观培育、组织认同感提升、情商培训、员工激励等方面提出了若干管理建议,为企业组织新生代员工管理及新生代员工自我成长提供了一定的参考与借鉴。
At this stage, the new generation of employees who were born in the1980s and1990s has been beginning to become the main force in the enterprise employees in China. The new generation employees have become a valuable resource for corporate growth and development with their good knowledge, skills and innovation ability. In the specific development context of China's population, resources, it is necessary to conduct a systematic study of the new generation of human resources. Work values of the new generation of employees in corporate human resources team, there are significant differences in work values between the new generation and the older employees, and where are these differences mainly reflected in? Whether the new generation employees work values by acting on their organizational identity, thus improving the work output? What is the impact mechanism that work values of the new generation employees act on their job performance and job satisfaction? That is the question that the thesis will answer. Although many scholars at home and abroad have researched on work values, organizational identity, and work output, the research of impact mechanism that integrate these three variables together, especially take organizational identity as mediating variables to reveal work values of the new generation employees act on working output is still rare.
The study purpose of this thesis is to find some practical problems of the new generation employees in enterprise management based on survey and research of different regions and different types of enterprises, learn the research method of work values, organizational identification and work output from scholars at home and abroad, inquire about the practical issues of the new generation employees management and the corresponding inherent laws. And then make In-depth study on the interaction among work values, organizational identity, and work output in the new generation employees. In order to make the new generation employees work hard for business development, the modern enterprises should pay more attention to personality characteristics and work values of the new generation employees, to create the conditions for the new generation employees to realize their self-worth in the enterprise development, to improve their organizational identity. Therefore, in the above context, there not only has important practical value but also has important to do an in-depth study that work values of the new generation employees act on organizational identity and thus affect the outcome of the work.
This dissertation uses qualitative research to develop a work values inventory of the new generation employees and clarify its structure, and uses quantitative research to explore the impact mechanism of work values of the new generation of employees on their work output, focusing on the mediated effects of organizational identification and the moderator role of emotional intelligence within them.
The one hand, this dissertation has developed a work values inventory of the new generation employees. Using the building scale program of Farh, Zhong,&Organ (2004) and after a survey of the new generation employees, entries to streamlining and content validity test, based on302samples of exploratory factor analysis and307samples of confirmatory factor analysis, this dissertation has developed a work values inventory of the new generation employees, including three dimensions and a total of14questions, that is, attitudes toward, internal demand and ethics. The results show that this scale has good pattern matching. This scale not only bases on the characteristics of the local culture, ideology, and matches with the characteristics of the new generation employees. In addition, using a combination of rigorous preparation program with the "top-down" and "bottom-up", this scale ensures that the scale is a breakthrough development in the Chinese context.
On the other hand, this dissertation uses quantitative research to explore the impact mechanism of work values of the new generation of employees on their work output, focusing on the mediated effects of organizational identification and the moderator role of emotional intelligence within them. In order to ensure the broad applicability of the study results, the thesis select samples of the new generation employees in different types of enterprises from China's eastern coastal, central and western regions of three types of gradient region as a research object. On the basis of collecting and reading a lot relevant research literature about work values, organizational identity, work output and the new generation employees, this thesis constructed the research model of the interaction relationship among the work values of new generation employees, organizational identification and work output. On the basis of theoretical analysis of the basic meaning of the new generation employees, behavioral characteristics and management requirements to the new generation employees, by depth interviews to18new generation employees in different enterprises and different occupations from different regions, and data collection, collation and meta-analysis of312valid questionnaires, we get a lot of first-hand information. And take advantage of the reliability and validity analysis, correlation analysis, regression analysis and structural equation, the thesis summarized and analyzed to the data collected in field surveys.
The theory contribution of this study is that:Firstly, it develops the work values inventory of the new generation employees, riching and propagating the theory of work values; Secondly, it reveals there exists mediated mechanism of organizational identity of the new generation employees between their work values and work output, integrating work values theory and organizational identity theory to some extent; thirdly, it finds that there exists moderator role of emotional intelligence within work values and organizational identity, organizational identity and job performance, deepening the emotional intelligence theory; Finally, by exploring the structure of work values and measurement scales of the new generation employees in the Chinese context, and building a effect mechanism model of work values to work output of new generation employees, it realizes the Chinese contextualized research to a certain extent. Based on the findings and conclusions, some suggestions has put forword from the nurturtion of work values, enhancing organizational identity, emotional intelligence training, employee incentive, which can provide certain references for the management of new generation employees in business organization and the self-growth of new generation employees.
基于此,本文进行研究的目的就是根据从不同地区和不同类型企业的调查研究中发现的新生代员工在企业管理中的实际问题,借鉴国内外对工作价值观、组织认同与工作产出的研究成果与方法,探询新生代员工的管理实践问题及其相应的内在规律,进行新生代员工在工作价值观、组织认同和工作产出之间相互作用关系的研究。关注新生代员工的个性特征与工作价值观、创造条件使新生代员工能够在企业发展中实现自我价值,提升他们的组织认同感,进而对组织的工作产出的影响进行深入研究,不仅具有重要的现实意义,而且具有重要的理论价值。
论文运用质性研究开发了新生代员工的工作价值观量表并厘清了其结构,采用定量研究探讨了新生代员工工作价值观对其工作产出的影响机制,重点考察了组织认同在其中的中介作用及情绪智力在其中的调节作用。
一方面,论文开发了新生代员工的工作价值观量表。本研究采用Farh,Zhong,&Organ(2004)构建量表的程序,经过对新生代员工开放式问卷调查获取与新生代工作价值观相关的原始资料条目、条目精简与内容效度检验、基于302个样本的探索性因子分析及307个样本的验证性因子分析等阶段与步骤,编制了新生代员工工作价值观量表,包括态度倾向、内在需求与职业道德三个维度,共14题。结果表明,此量表具有较好的模式匹配度。此量表不仅针对了本土文化特性、意识形态,而且与新生代员工的特质相吻合,此外采用“自上而下”与“自下而上”相结合的严谨的编制程序,在一定程度上保证了量表是中国情境下的突破与发展。
另一方面,论文探讨了新生代员工工作价值观对其工作产出的影响机制,重点考察了组织认同在其中的中介作用及情绪智力在其中的调节作用。论文以我国东部沿海、中部地区和西部地区三类梯度区域的不同类型企业进行抽样选择新生代员工作为研究对象,在收集和阅读了大量有关工作价值观、组织认同、工作产出和新生代员工等的相关研究文献的基础上,提出我国新生代员工的工作价值观、组织认同与工作产出之间相互作用关系的研究模型。在对新生代员工的基本涵义、行为特征和管理要求进行理论分析的基础上通过对18名不同区域、不同企业和不同职业新生代员工的深度访谈和312份有效调查问卷的数据收集、整理和汇总分析,获取了大量的一手资料信息。并利用信度与效度分析、相关分析、回归分析与结构方程对实地调查收集到的数据进行了归纳分析。实证研究结果检验了新生代员工工作价值观念与组织认同、组织认同与工作产出之间关系的作用机理。本文证明了新生代员工的工作价值观对组织认同和工作产出的正向影响,即新生代员工的工作价值观能够有效提升企业内员工的组织认同和工作产出效能。回归分析结果验证了新生代员的工工作价值观各维度对工作产出各维度的作用机理,解释了新生代员工的工作价值观各维度能够正向影响工作产出的程度。回归分析结果还验证了组织认同在新生代员工的工作价值观与工作产出之间具有部分中介作用,组织认同能解释工作价值观对工作产出的作用机理,这说明本文所提出的新生代员工的工作价值观、组织认同与工作产出的研究模型成立。本文的回归分析结果还发现新生代员工的情绪智力对新生代员工的工作价值观与组织认同、组织认同与工作产出之间的关系具有显著的调节作用,并验证了组织认同对工作产出具有显著的正向作用。
本研究的理论贡献在于：首先,开发了新生代员工工作价值观量表,丰富与繁衍了工作价值观理论；其次,揭示了新生代员工组织认同在工作价值观对其工作产出间的中介作用机制,一定程度上整合了工作价值观理论与组织认同理论；再次,发现了新生代员工情绪智力在工作价值观念与组织认同、组织认同与工作绩效之间的调节作用,在一定程度上深化了情绪智力理论；最后,通过探索中国情境下新生代员工工作价值观的结构和测量量表,构建中国情境下新生代员工工作价值观对工作产出的作用机制模型,在一定程度上实现了工作价值观理论的情境化研究。基于研究发现与研究结论,论文从工作价值观培育、组织认同感提升、情商培训、员工激励等方面提出了若干管理建议,为企业组织新生代员工管理及新生代员工自我成长提供了一定的参考与借鉴。
At this stage, the new generation of employees who were born in the1980s and1990s has been beginning to become the main force in the enterprise employees in China. The new generation employees have become a valuable resource for corporate growth and development with their good knowledge, skills and innovation ability. In the specific development context of China's population, resources, it is necessary to conduct a systematic study of the new generation of human resources. Work values of the new generation of employees in corporate human resources team, there are significant differences in work values between the new generation and the older employees, and where are these differences mainly reflected in? Whether the new generation employees work values by acting on their organizational identity, thus improving the work output? What is the impact mechanism that work values of the new generation employees act on their job performance and job satisfaction? That is the question that the thesis will answer. Although many scholars at home and abroad have researched on work values, organizational identity, and work output, the research of impact mechanism that integrate these three variables together, especially take organizational identity as mediating variables to reveal work values of the new generation employees act on working output is still rare.
The study purpose of this thesis is to find some practical problems of the new generation employees in enterprise management based on survey and research of different regions and different types of enterprises, learn the research method of work values, organizational identification and work output from scholars at home and abroad, inquire about the practical issues of the new generation employees management and the corresponding inherent laws. And then make In-depth study on the interaction among work values, organizational identity, and work output in the new generation employees. In order to make the new generation employees work hard for business development, the modern enterprises should pay more attention to personality characteristics and work values of the new generation employees, to create the conditions for the new generation employees to realize their self-worth in the enterprise development, to improve their organizational identity. Therefore, in the above context, there not only has important practical value but also has important to do an in-depth study that work values of the new generation employees act on organizational identity and thus affect the outcome of the work.
This dissertation uses qualitative research to develop a work values inventory of the new generation employees and clarify its structure, and uses quantitative research to explore the impact mechanism of work values of the new generation of employees on their work output, focusing on the mediated effects of organizational identification and the moderator role of emotional intelligence within them.
The one hand, this dissertation has developed a work values inventory of the new generation employees. Using the building scale program of Farh, Zhong,&Organ (2004) and after a survey of the new generation employees, entries to streamlining and content validity test, based on302samples of exploratory factor analysis and307samples of confirmatory factor analysis, this dissertation has developed a work values inventory of the new generation employees, including three dimensions and a total of14questions, that is, attitudes toward, internal demand and ethics. The results show that this scale has good pattern matching. This scale not only bases on the characteristics of the local culture, ideology, and matches with the characteristics of the new generation employees. In addition, using a combination of rigorous preparation program with the "top-down" and "bottom-up", this scale ensures that the scale is a breakthrough development in the Chinese context.
On the other hand, this dissertation uses quantitative research to explore the impact mechanism of work values of the new generation of employees on their work output, focusing on the mediated effects of organizational identification and the moderator role of emotional intelligence within them. In order to ensure the broad applicability of the study results, the thesis select samples of the new generation employees in different types of enterprises from China's eastern coastal, central and western regions of three types of gradient region as a research object. On the basis of collecting and reading a lot relevant research literature about work values, organizational identity, work output and the new generation employees, this thesis constructed the research model of the interaction relationship among the work values of new generation employees, organizational identification and work output. On the basis of theoretical analysis of the basic meaning of the new generation employees, behavioral characteristics and management requirements to the new generation employees, by depth interviews to18new generation employees in different enterprises and different occupations from different regions, and data collection, collation and meta-analysis of312valid questionnaires, we get a lot of first-hand information. And take advantage of the reliability and validity analysis, correlation analysis, regression analysis and structural equation, the thesis summarized and analyzed to the data collected in field surveys.
The theory contribution of this study is that:Firstly, it develops the work values inventory of the new generation employees, riching and propagating the theory of work values; Secondly, it reveals there exists mediated mechanism of organizational identity of the new generation employees between their work values and work output, integrating work values theory and organizational identity theory to some extent; thirdly, it finds that there exists moderator role of emotional intelligence within work values and organizational identity, organizational identity and job performance, deepening the emotional intelligence theory; Finally, by exploring the structure of work values and measurement scales of the new generation employees in the Chinese context, and building a effect mechanism model of work values to work output of new generation employees, it realizes the Chinese contextualized research to a certain extent. Based on the findings and conclusions, some suggestions has put forword from the nurturtion of work values, enhancing organizational identity, emotional intelligence training, employee incentive, which can provide certain references for the management of new generation employees in business organization and the self-growth of new generation employees.
引文
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