【作者】 王帮俊； 杨东涛；

【Author】 Wang Bang-jun;Yang Dong-tao;School of Business,Nanjing University;School of Management,China University of Mining & Technology;

【机构】 南京大学商学院； 中国矿业大学管理学院；

【摘要】 1.6亿群体的新生代农民工在摆脱了第一代农民工基于"生存理性"外出动因后,更多地将进城打工视为改变生活方式和寻求更好发展的需求,他们对工作有较高的期望值,择业注重自我价值的实现。但是在面临制度壁垒和社会排斥时,到底是什么因素影响了其组织认同与职内嵌入,进而行为表现为彷徨与分化?本文从成长需求强度角度,通过选择相关实测量表,对新生代农民工组织认同和职内嵌入进行了实证研究,目的在于验证成长需求强度对二者的正向效应以及对于二者之间关系的干扰效果。结果表明成长需求强度正向影响组织认同与工作嵌入,并对其二者间的关系产生部分干扰效应。研究结论为提升新生代农民工的组织认同和工作嵌入,进而提高其工作绩效服务。更多还原

【Abstract】 After getting rid of the survival of rationality among the first generation of migrant workers, 160 million population of new generation of migrant workers in China are treating migrant to work in cities as seeking better lifestyle changes and more development needs.They have more work high expectations and more focusing on self-realization of career. However, in the face of institutional barriers and social exclusion, what were the hidden influence factors that impacting their organizational identity and embedded for their behave as helpless and differentiation? This article from the perspective of growth need strength, by selecting the relevant measurement scale, the new generation of migrant workers embedded within organizational identification and ranking of the empirical research aimed verify growth need strength for both positive effects and for the relationship between the two interference effect. The results show that growth need strength positively influence their organizational identification and job embeddedness. The effecting relation is also interfered partially by their growth need strength. Conclusions can enhance the organizational identification and job embeddedness, and to improve their performance of the new generation of migrant workers.更多还原