新生代员工工作价值观和工作绩效关系研究

发布时间：2018-02-11 08:34

本文关键词： 新生代员工工作价值观组织承诺工作绩效　出处：《河北经贸大学》2017年硕士论文　论文类型：学位论文

【摘要】：在当今世界网络信息技术高速发展、全球经济一体化速度加快、中国经济新常态的背景下,国内的企业想要在激烈的市场竞争中获得可持续发展,企业必须要拥有竞争的相对优势,企业想要获得相对优势必须依靠高素质的企业员工,当这些企业员工发挥出自身的才能从而能够提高企业的整体绩效。新生代员工在企业所占的比重正在日益上升,关系到企业的可持续发展。新生代员工的工作价值观是怎样的以及怎样提高其工作绩效都是企业所有高层管理者必须要考虑的重要问题。新生代员工的工作价值观对他的工作行为有非常重要的影响,从心理学、管理学的视角以往国内外的相关文献论证了员工的工作价值观对其工作绩效有着积极的促进作用,以此为基础,本研究建立了新生代员工的工作价值观与其工作绩效的关系模型并加入组织承诺为中介变量,强调新生代员工工作价值观对工作绩效有直接影响,同时也会通过组织承诺这一中介变量间接影响工作绩效。本研究以国内外以往的相关参考文献为研究基础,进而来确定研究的问题和研究的工具,建立了研究的关系模型并提出基本假设,并使用spss19.0这一数据分析工具对回收的大量数据进行了相关分析和回归分析,得出结论有以下四个:(1)新生代员工工作价值观对工作绩效有着显著的正向影响效应,工作价值观的三个维度:舒适与安全、能力与成长、地位与独立性都与工作绩效有着显著的正向影响效应。(2)新生代员工工作价值观对组织承诺有显著地预测作用。新生代员工工作价值观的舒适与安全、能力与成长、地位与独立性三个维度都对组织承诺有着显著的正向影响效应。(3)组织承诺与工作绩效有显著正向相关关系。组织承诺的情感承诺、规范承诺和持续承诺三个维度都对工作绩效有着显著地预测作用。(4)组织承诺这一中介变量在新生代员工工作价值观与工作绩效二者关系之间起到部分中介作用,这表明新生代员工工作价值观直接影响工作绩效,同时新生代员工工作价值观也会通过组织承诺这一中介变量间接的影响工作绩效。最后,本研究根据实证分析的结果,分析了新生代员工工作价值观与工作绩效之间关系以及组织承诺所起的中介作用,并且基于此,本研究从工作价值观和组织承诺的角度提出了提高新生代员工工作绩效的对策、本研究的局限性、预测了未来的研究方向。
[Abstract]:With the rapid development of network information technology in the world, the acceleration of global economic integration and the new normal of China's economy, domestic enterprises want to achieve sustainable development in the fierce market competition. Enterprises must have competitive comparative advantage, enterprises must rely on high-quality employees to gain comparative advantage. When these employees use their talents to improve the overall performance of the enterprise, the proportion of the new generation of employees in the enterprise is increasing day by day. Related to the sustainable development of enterprises. The new generation of employees' work values and how to improve their work performance are important issues that all senior managers must consider. New generation of employees' work value. The view has a very important influence on his work behavior, From the perspective of psychology and management, this paper demonstrates that the work values of employees have a positive role in promoting their work performance. This study established a model of the relationship between new generation employees' work values and their job performance, and added organizational commitment as an intermediary variable, emphasizing that the new generation employees' work values have a direct impact on job performance. At the same time, it also indirectly affects job performance through organizational commitment, which is an intermediary variable. This study is based on the previous references at home and abroad to determine the problems and tools of the research. The relational model of the study was established and the basic assumptions were put forward, and the correlation analysis and regression analysis of a large number of recovered data were carried out by using the data analysis tool spss19.0. The conclusions are as follows: (1) the new generation of employees' work values have significant positive effects on job performance, and the three dimensions of work values are comfort and safety, ability and growth. Both status and independence have a significant positive effect on job performance. (2) the work values of the new generation employees have a significant predictive effect on organizational commitment, and the job values of the new generation employees are comfortable and safe, ability and growth. The three dimensions of status and independence have significant positive effects on organizational commitment. (3) organizational commitment has a significant positive correlation with job performance. The three dimensions of normative commitment and continuous commitment have significant predictive effect on job performance. 4) organizational commitment plays a part of intermediary role in the relationship between new generation employees' work values and job performance. This indicates that the new generation of employees' work values directly affect job performance, while the new generation of employees' work values also indirectly affect job performance through the intermediary variable of organizational commitment. Finally, according to the results of empirical analysis, this study is based on the results of empirical analysis. This paper analyzes the relationship between the new generation employees' work values and job performance and the intermediary role of organizational commitment. Based on this, this study puts forward some countermeasures to improve the new generation employees' job performance from the perspective of work values and organizational commitment. The limitations of this study predict the future research direction.
【学位授予单位】：河北经贸大学
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：F272.92

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