【作者】 王芳；

【导师】 董临萍；

【作者基本信息】 华东理工大学 ， 企业管理， 2012， 硕士

【摘要】 新生代员工,主要指出生在1980年之后的员工,包括“80后”和“90后”员工。他们正步入职场,并逐渐成为职场的主力军。新生代员工的管理正日益成为企业管理的重点。新生代员工的高离职率和高工作倦怠问题已经引起了学术界和企业界的广泛关注。本文从工作价值观的角度探求带来新生代员工高离职率和高工作倦怠的原因。以工作价值观为核心变量,研究其对离职意愿和工作倦怠的影响,并进一步探讨领导风格的调节作用。本文在总结国内外相关研究的基础上,通过实证研究的方法分析了新生代员工工作价值观的特点、工作价值观对离职意愿和工作倦怠的影响以及变革型领导和真诚型领导的调节作用。研究结果显示,与非新生代员工相比,新生代员工更加注重地位与独立。不同性别、不同成长地、不同婚姻状况、是否是独生子女以及是否有买房压力的新生代员工工作价值观都有显著的组间差异。具体而言,女性比男性更重视舒适与安全,成长在农村的新生代员工比成长在城市的新生代员工更加重视能力与成长和地位与独立,非独生子女相比于独生子女更加注重能力与成长,已婚新生代员工比未婚新生代员工更加注重地位与独立,没有买房压力的新生代员工更加看重工作的舒适与安全。工作价值观的能力与成长、地位与独立两个维度与离职意愿正相关,与工作倦怠负相关。领导风格对工作价值观与离职意愿和工作倦怠之间的关系都具有部分调节作用。最后,本文对实证研究结果进行了总结和阐释,并据此提出对新生代员工的管理建议。更多还原

【Abstract】 New generation employees mainly refer to the employees birth 1980 after, including the" 1980s"and" 1990s". They are entering the workplace, has gradually become the main force in the workplace.The management of new generation employees is becoming an important task in business management. Their high turnover rate and high burnout have already caused the researchers extensive concern. This article will seek the factors that affect new generation employees’turnover and burout from the view of work value.Based on the summary of relevant researches at home and abroad, this aticle analysis how the new generation employees’ work values affect turnover intention and job burnout.Meanwhile, we also test and verify the role of transformatinal leadership and authetic leadership as moderators. The empirical results confirmed that, compared with older employees, new generation employees are more emphasis on status and independence. Different gender, different grow place, different marital status, whether has child or not and whether has pressure of buying house have significant influence to the new generation employees’work values. Women are more emphasis on comfort and safety, employees growing up in rural are more emphasis on capacity and growth and status and independence, non-child employees are more emphasis on the ability and growth, married employees are more emphasis on status and independent, the new generation employees have no pressure to buy house are more emphasis on comfort and safety. Capacity and growth and status and independence, the two dimensions of work values, are positive related to turnover intention and negative related to job burnout. Transformational leadership and authentic leadership has some moderating effects. Finally, we summarize the empirical results and discuss the limitations of the paper, and points out some prospects for the future research.更多还原