新生代知识型员工的工作家庭边界管理研究
发布时间：2018-08-12 08:50
【摘要】：知识经济时代,掌握知识、具有能动性的人才资源是企业发展的“源动力”之所在。随着80、90后员工逐渐开始占领劳动力市场,新生代知识型员工成为企业谋发展、求创新的引擎,而在特殊的时代背景下成长起来的他们,在致力通过工作体现自身价值的同时,也希望能够拥有丰富多彩的人生体验,对工作和家庭平衡的追求成为其重要的价值观之一。工作给予员工物质保障和成就感,家庭给予个体归属感和幸福感,工作和家庭作为个体的两个主要社交领域,其相互关系如何显著影响个体的情绪状态及感受,进而影响其对工作的满意程度,较高的满意度意味着一系列积极的组织绩效。因此,企业管理者需重视新生代知识型员工对工作家庭关系平衡的需求,多方面的提升其在组织中的满意度,使其发挥出自己的最佳工作水平。组织承诺与个体的工作满意度及工作家庭界面的体验紧密相关,因此,本研究在探究新生代知识型员工工作边界弹性特征的基础上,以人-环境匹配理论为切入点,提出了个体在工作-家庭界面的体验是个体自身意愿与组织支持性资源交互作用的产物,并进一步考察了在不同的工作家庭关系影响下工作满意度的变化,以及组织承诺对这种变化的调节效应。研究结果为管理者对新生代知识型员工的有效管理提供了一定的借鉴：首先,通过对新生代知识型员工的工作边界特征的考察发现,与新生代员工对生活品质的强调相一致,他们希望工作边界线有较高的扩展和收缩的能力,使其在工作时能够及时兼顾家庭生活需求,而组织在对其资源支持上还相对较为不足。其次,较之于单一的工作弹性能力或工作弹性意愿,员工在工作家庭界面的感知受二者交互作用的影响更大,工作弹性能力与工作弹性意愿之间的适应度越高,工作对家庭的消极影响越低,积极影响越大。最后,新生代知识型员工的工作家庭关系有效预测了工作满意度的变化,冲突降低了其对组织的满意度,增益则促进了员工对组织的积极情绪；对组织的情感依赖减缓了冲突对工作满意度的负向预测强度,加强了增益对工作满意度的正向影响强度；持续承诺则对冲突与工作满意度之间的负向关系存在正向调节效应;同时,研究发现,可能因为新生代知识型员工个性张扬、蔑视权威、自我意识较强,他们对组织的规范承诺较低,且其调节效应不显著。
[Abstract]:In the era of knowledge economy, mastering knowledge and active human resources are the source power of enterprise development. As the post-80s employees gradually began to occupy the labor market, the new generation of knowledge workers became the engine of enterprise development and innovation, and they grew up under the special background of the times, while working to embody their own value. Also hope to have rich and colorful life experience, the pursuit of work and family balance become one of its important values. Work gives employees a sense of material security and accomplishment, family gives an individual a sense of belonging and happiness, and work and family, as two main social spheres of an individual, have a significant impact on their emotional state and feelings. The higher degree of satisfaction means a series of positive organizational performance. Therefore, enterprise managers should pay attention to the needs of the new generation of knowledge workers to balance the work-family relationship, improve their satisfaction in the organization in many ways, so that they can play their best job level. Organizational commitment is closely related to individual job satisfaction and work-family interface experience. Therefore, on the basis of exploring the elastic characteristics of the new generation of knowledge workers' work boundary, this study takes the human-environment matching theory as the breakthrough point. It is proposed that the experience of individual work-family interface is the result of the interaction between individual will and organizational support resources, and the changes of job satisfaction under the influence of different work-family relationships are further investigated. And the regulatory effect of organizational commitment to this change. The results provide a reference for managers to effectively manage the new generation of knowledge workers. Firstly, through the investigation of the characteristics of the new generation of knowledge workers' work boundary, it is found that the new generation of employees' emphasis on quality of life is consistent with the new generation of employees' emphasis on the quality of life. They hope that the work boundary has a higher ability to expand and shrink, so that they can meet the needs of family life in a timely manner, while organizations are relatively inadequate in supporting their resources. Secondly, compared with the single ability of work elasticity or work flexibility, the perception of work family interface is more affected by the interaction of the two, and the adaptability between work flexibility and work flexibility is higher. The lower the negative impact of work on the family, the greater the positive impact. Finally, the new generation of knowledge workers' work-family relationship can effectively predict the change of job satisfaction, the conflict reduces their satisfaction with the organization, and the gain promotes the employees' positive emotion towards the organization. Affective dependence on organization reduces the negative predictive intensity of conflict on job satisfaction, and strengthens the positive influence of gain on job satisfaction, while continuous commitment has a positive adjustment effect on the negative relationship between conflict and job satisfaction. At the same time, the study found that the new generation of knowledge workers may be because of their personality, contempt of authority, strong self-awareness, they have a low commitment to the norms of the organization, and its regulatory effect is not significant.
【学位授予单位】：大连理工大学
【学位级别】：硕士
【学位授予年份】：2016
【分类号】：F272.92
本文编号：2178553
[Abstract]:In the era of knowledge economy, mastering knowledge and active human resources are the source power of enterprise development. As the post-80s employees gradually began to occupy the labor market, the new generation of knowledge workers became the engine of enterprise development and innovation, and they grew up under the special background of the times, while working to embody their own value. Also hope to have rich and colorful life experience, the pursuit of work and family balance become one of its important values. Work gives employees a sense of material security and accomplishment, family gives an individual a sense of belonging and happiness, and work and family, as two main social spheres of an individual, have a significant impact on their emotional state and feelings. The higher degree of satisfaction means a series of positive organizational performance. Therefore, enterprise managers should pay attention to the needs of the new generation of knowledge workers to balance the work-family relationship, improve their satisfaction in the organization in many ways, so that they can play their best job level. Organizational commitment is closely related to individual job satisfaction and work-family interface experience. Therefore, on the basis of exploring the elastic characteristics of the new generation of knowledge workers' work boundary, this study takes the human-environment matching theory as the breakthrough point. It is proposed that the experience of individual work-family interface is the result of the interaction between individual will and organizational support resources, and the changes of job satisfaction under the influence of different work-family relationships are further investigated. And the regulatory effect of organizational commitment to this change. The results provide a reference for managers to effectively manage the new generation of knowledge workers. Firstly, through the investigation of the characteristics of the new generation of knowledge workers' work boundary, it is found that the new generation of employees' emphasis on quality of life is consistent with the new generation of employees' emphasis on the quality of life. They hope that the work boundary has a higher ability to expand and shrink, so that they can meet the needs of family life in a timely manner, while organizations are relatively inadequate in supporting their resources. Secondly, compared with the single ability of work elasticity or work flexibility, the perception of work family interface is more affected by the interaction of the two, and the adaptability between work flexibility and work flexibility is higher. The lower the negative impact of work on the family, the greater the positive impact. Finally, the new generation of knowledge workers' work-family relationship can effectively predict the change of job satisfaction, the conflict reduces their satisfaction with the organization, and the gain promotes the employees' positive emotion towards the organization. Affective dependence on organization reduces the negative predictive intensity of conflict on job satisfaction, and strengthens the positive influence of gain on job satisfaction, while continuous commitment has a positive adjustment effect on the negative relationship between conflict and job satisfaction. At the same time, the study found that the new generation of knowledge workers may be because of their personality, contempt of authority, strong self-awareness, they have a low commitment to the norms of the organization, and its regulatory effect is not significant.
【学位授予单位】：大连理工大学
【学位级别】：硕士
【学位授予年份】：2016
【分类号】：F272.92
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1 孔晓宇;新生代知识型员工的工作家庭边界管理研究[D];大连理工大学;2016年
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