【作者】 李力；

【导师】 吴慈生；

【作者基本信息】 合肥工业大学 ， 工商管理， 2019， 硕士

【摘要】 随着80、90后出生的一代人进入职场,这群被称为“新生代员工”的人也逐渐成为企业的主力军,发挥着不可或缺的作用。由于新生代员工具有不同于其他代际员工的特征,企业如何对新生代员工进行管理,提升新生代员工的敬业度是人力资源管理面临的一个重要课题。基于这一背景,本文以新生代员工为研究对象,探讨薪酬公平感、主动性人格和敬业度的关系,分析薪酬公平感对新生代员工敬业度的影响机制。论文在梳理文献的基础上,提出薪酬公平感对新生代员工敬业度的影响因素并构建了概念模型。通过问卷调查得到358名新生代员工的有效样本,在此基础上,对薪酬公平感、主动性人格和敬业度的关系进行了实证分析,论证了薪酬公平感、主动性人格与敬业度之间的关系。研究结果表明:薪酬公平感及其三个子维度(分配公平感、互动公平感、程序公平感)对新生代员工敬业度是显著的正相关关系。主动性人格对薪酬公平感及其两个子维度(分配公平感、互动公平感)同新生代员工敬业度产生调节作用。相关核心变量在部分人口统计学变量上具有显著性差异。其中,分配公平感在学历上存在显著性差异;主动性人格在性别、婚姻状况上存在显著性差异;新生代员工的敬业度在婚姻状况、职位层级和司龄上存在显著性差异。更多还原

【Abstract】 As the post-80 s and post-90 s generation entering the workplace,these so-called "New Generation Employees" have gradually become the main force of their enterprises,playing an indispensable role.Since the new generation employees have different characteristics from other intergenerational employees,how to manage the new generation employees and improve the employee engagement is an important issue encountered by human resource management.Under such background,the paper,taking new generation employees as the object of study,discussed the relationship among compensation justice,proactive personality and employee engagement,and then analyzed the influencing mechanism of perception of compensation justice on employee engagement for new generation employees.The paper,based on literature review,pointed out the influence of perception of compensation justice on employee engagement of new generation employees,made modification against conceptual model,and obtained effective sample data from 358 new generation employees by means of questionnaire survey.On this basis,the paper made empirical analysis with regard to the relationship among perception of compensation justice,proactive personality and employee engagement,and demonstrated the relationship between compensation justice,proactive personality and employee engagement.The results showed that there was a significant positive correlation between perception of compensation justice and its three sub-dimensions(perception of distributive justice,perception of interactive justice and perception of procedural justice)and employee engagement of new generation employees.Proactive personality posed a moderating effect on both perception of compensation justice and its two sub-dimensions(perception of distributive justice and perception of interactive justice)and the employee engagement of new generation employees.The relevant key variables had significant differences in some demographic variables.Among which,the perception of distributive justice was significantly different in educational background;While there were significant differences between gender and marital status for proactive personality;Regarding employee engagement of new generation employees,there were significant differences among marital status,post level and age.更多还原