新生代员工个人—工作契合度与工作绩效的关系研究
发布时间：2018-07-31 06:16
【摘要】：伴随着全球一体化与网络信息化进程的加快,企业间的竞争与摩擦日益突显。在崭新的市场经济大背景下,企业间的碰撞已经不再局限于往日技术与资源的争夺,而转为一场“人才争夺战”,特别是具有核心竞争力人才的争夺,企业整体人力资源水平将会直接关系到企业的经营业绩。如今,有着较高文化素养、具备多元化思维的80后、90后员工已逐步成为企业中的核心人才,新生代员工的工作表现直接关系到企业经营水平的高低。因此,如何更好地发挥新生代员工的价值,让新生代员工找到自己在企业中的定位,从而全心全意地投入到工作中去,成为企业管理者最为关注的问题。本文选取新生代员工这一典型群体,从个人-工作契合度视角出发,深入探究其与工作绩效间的相互关系。基于契合理论与前人的研究成果,构建并提出了本文的理论模型与研究假设。为验证本文提出的研究假设,笔者主要借助互联网平台,收集了来自全国各地共计233名新生代员工的数据样本,在借助统计软件对调查数据做以分析与处理后,共有13个假设得到了验证,余下2个假设未通过验证。本研究主要得到以下3点结论:(1)个人-工作契合度与新生代员工的工作绩效呈显著正相关关系。(2)员工敬业度对新生代员工工作绩效呈显著正相关关系(3)员工敬业度在个人-工作契合度与新生代员工工作绩效间起到部分中介作用。基于上述结论,本文提出了一些提升新生代员工个人-工作契合度与敬业度水平的参考建议:(1)坚持人岗匹配的用人原则(2)加强薪酬福利机制的管理(3)重视新生代员工的职业生涯规划。
[Abstract]:With the acceleration of global integration and network informatization, competition and friction between enterprises are becoming increasingly prominent. Against the background of a new market economy, the collision between enterprises is no longer confined to the competition of technology and resources in the past, but has turned into a "talent race", especially the competition for talents with core competence. The overall level of human resources will be directly related to the business performance of the enterprise. Nowadays, the post-80s generation with higher cultural literacy and diversified thinking has gradually become the core talent in the enterprise, and the performance of the new generation of employees is directly related to the level of the enterprise management. Therefore, how to better play the value of the new generation of employees, so that the new generation of employees find their own position in the enterprise, so as to wholeheartedly participate in the work, become the most concerned problem of enterprise managers. This paper selects the new generation of employees as a typical group, from the perspective of individual-work fit degree, and probes into the relationship between it and job performance. Based on the coincidence theory and previous research results, the theoretical model and research hypothesis of this paper are constructed and proposed. In order to verify the research hypotheses put forward in this paper, the author collected data samples from 233 new generation employees from all over the country with the help of Internet platform, and analyzed and processed the survey data with the help of statistical software. A total of 13 hypotheses have been tested, while the remaining 2 have not been validated. The main conclusions of this study are as follows: (1) there is a significant positive correlation between employee engagement and new generation employees' job performance. (2) employee engagement has a significant positive correlation with new generation employees' job performance. (3) employee engagement is positively correlated with new generation employees' job performance. Degree plays an intermediary role between personal-work compatibility and new generation employees' job performance. Based on the above conclusions, This paper puts forward some suggestions on how to improve the level of individual-job compatibility and engagement of the new generation of employees: (1) adhere to the principle of personnel matching (2) strengthen the management of salary and welfare mechanism (3) attach importance to the career planning of the new generation of employees.
【学位授予单位】：吉林大学
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：F272.92
本文编号：2154688
[Abstract]:With the acceleration of global integration and network informatization, competition and friction between enterprises are becoming increasingly prominent. Against the background of a new market economy, the collision between enterprises is no longer confined to the competition of technology and resources in the past, but has turned into a "talent race", especially the competition for talents with core competence. The overall level of human resources will be directly related to the business performance of the enterprise. Nowadays, the post-80s generation with higher cultural literacy and diversified thinking has gradually become the core talent in the enterprise, and the performance of the new generation of employees is directly related to the level of the enterprise management. Therefore, how to better play the value of the new generation of employees, so that the new generation of employees find their own position in the enterprise, so as to wholeheartedly participate in the work, become the most concerned problem of enterprise managers. This paper selects the new generation of employees as a typical group, from the perspective of individual-work fit degree, and probes into the relationship between it and job performance. Based on the coincidence theory and previous research results, the theoretical model and research hypothesis of this paper are constructed and proposed. In order to verify the research hypotheses put forward in this paper, the author collected data samples from 233 new generation employees from all over the country with the help of Internet platform, and analyzed and processed the survey data with the help of statistical software. A total of 13 hypotheses have been tested, while the remaining 2 have not been validated. The main conclusions of this study are as follows: (1) there is a significant positive correlation between employee engagement and new generation employees' job performance. (2) employee engagement has a significant positive correlation with new generation employees' job performance. (3) employee engagement is positively correlated with new generation employees' job performance. Degree plays an intermediary role between personal-work compatibility and new generation employees' job performance. Based on the above conclusions, This paper puts forward some suggestions on how to improve the level of individual-job compatibility and engagement of the new generation of employees: (1) adhere to the principle of personnel matching (2) strengthen the management of salary and welfare mechanism (3) attach importance to the career planning of the new generation of employees.
【学位授予单位】：吉林大学
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：F272.92
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