新生代员工工作价值观对组织忠诚度的影响研究

发布时间：2018-09-08 06:36

【摘要】：经济全球化背景下,企业的竞争已从传统的行业竞争、产品竞争上升到人才的竞争。与此同时,企业的人才结构也发生了巨大变化,上世纪80、90年代出生的员工,即80、90后他们被称为新生代员工,在企业人力资源结构中所占的比例越来越大并逐渐成为企业竞争的制胜关键。他们经历和接受了不同于老一辈员工的社会背景、知识体系、思想意识的熏陶,形成了具有新时代背景的共性价值观和个性价值观。他们的价值观能够使其在工作中更富有创造力和专业精神,对企业的创新和发展具有不可替代的作用。但同时,频繁跳槽、思想难以把控也使得企业常年处于招聘状态,对企业人力资源管理提出了巨大挑战。企业内部竞争优势的提升很大程度上取决于员工队伍的成长和发展,如何对新生代员工进行有效管理,稳定员工队伍,提升员工的爱岗、敬业精神和专业水平,推动企业的发展是现阶段企业生存发展和管理的重要任务之一。本论文主要是通过相关文献梳理,总结了当前国内外针对新生代员工和忠诚度的相关研究成果,借此提出了本文研究的思路、研究重点和研究假设。其次,针对本国新生代员工实际情况,总结了其价值观主要特点,分析了工作价值观对组织忠诚度的影响以及忠诚度对企业绩效带来的影响,以此来建立本文研究基础。第三,通过调查问卷分析结论得出:(1)背景变量中工作价值观主要受性别、工作岗位和工作年限的影响;组织忠诚度主要受学历、岗位、工作年限以及企业性质的影响。(2)在工作价值观与组织忠诚度的相关分析中,得出工作价值观各维度同组织忠诚度各维度均存在不同程度的相关性(除内在报酬、利他价值同外在忠诚维度无相关关系之外)。(3)在工作价值观对组织忠诚度的影响分析中,工作价值观中的组织支持、内在报酬对组织忠诚度有显著的正向影响,利他价值对其有负向影响(整体回归)。在分项回归中,组织支持对内在忠诚产生显著的正向影响;组织支持、内在报酬、休闲安全对外在忠诚产生显著的正向影响;组织支持、内在报酬对组织认同产生显著的正向影响,休闲安全对其产生负向影响;组织支持、内在报酬对敬业精神产生显著的正向影响,休闲安全对其产生显著的负向影响。
[Abstract]:Under the background of economic globalization, the competition of enterprises has increased from the traditional industry competition, product competition to talent competition. At the same time, great changes have taken place in the talent structure of enterprises. Employees born in the 1980s and 1990s, that is, the post-80s, are called the new generation of employees. The proportion of human resources in the enterprise structure is increasing and gradually becoming the key to the success of enterprise competition. They have experienced and accepted the influence of social background, knowledge system and ideology, which are different from those of the older generation, and have formed the common values and individual values with the background of the new era. Their values enable them to be more creative and professional in their work and play an irreplaceable role in the innovation and development of enterprises. But at the same time, the frequent job-hopping, the thought difficult to control also makes the enterprise in the recruitment state all the year round, has put forward the huge challenge to the enterprise human resources management. To a large extent, the improvement of the competitive advantage in the enterprise depends on the growth and development of the staff. How to effectively manage the new generation of employees, stabilize the staff, enhance the staff's love, dedication and professional level, To promote the development of enterprises is one of the important tasks for the survival, development and management of enterprises at this stage. This paper summarizes the current domestic and foreign research results on the new generation of employees and loyalty, and then puts forward the research ideas, research emphases and research hypotheses. Secondly, according to the actual situation of the new generation of employees in our country, this paper summarizes the main characteristics of their values, analyzes the influence of work values on organizational loyalty and the impact of loyalty on enterprise performance, and establishes the research foundation of this paper. Thirdly, the conclusions are as follows: (1) the work values in background variables are mainly influenced by gender, job position and working years, and organizational loyalty is mainly influenced by education, post, etc. (2) in the analysis of the correlation between work values and organizational loyalty, it is concluded that each dimension of work values and organizational loyalty have different degrees of correlation (except internal reward). There is no correlation between altruistic value and the dimension of external loyalty. (3) in the analysis of the influence of work values on organizational loyalty, organizational support and internal reward have significant positive effects on organizational loyalty. Altruistic value has a negative effect on it (overall regression). In itemized regression, organizational support has a significant positive impact on internal loyalty; organizational support, internal reward, leisure safety has a significant positive impact on external loyalty; organizational support, Internal reward has a significant positive impact on organizational identity, leisure safety has a negative impact on it; organizational support, internal reward has a significant positive impact on professionalism, leisure safety has a significant negative impact on it.
【学位授予单位】：新疆大学
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：F272.92

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