新生代员工:心态积极还是忿忿难平?——基于工作价值观的满意感产生机制研究

Do Millennials Hold Positive State of Minds or Feel Indignant?The Mechanism of Satisfaction Generation Based on Work Values

本文利用新生代员工工作价值观量表(侯炬方等,2014),通过结构化问卷调查获得557个有效样本,运用因子分析、层次回归和全调节效应模型,检验了新生代员工工作价值观各维度对工作满意度的影响,验证了产生这一影响的被调节的中介机制。结果发现,除功利导向价值观有负向的影响外,内在偏好、人际和谐、创新导向和长期发展的价值观对工作满意度均具有显著正向作用;心理意义和自我效能在工作价值观各维度与工作满意度之间起中介作用;组织公平对工作价值观直接影响工作满意度以及通过心理意义和自我效能间接影响工作满意度的过程起调节作用。本文对中国情境下工作价值观的分析具有借鉴意义,也为新生代员工管理实践活动提供了理论支持。

In recent years, Millennials, have become an impressive new force in the workplace. The new workforce has received a lot of attention from media and the public because they bear distinguished characters and work styles from older generations. People speculate that Millennials are individualistic, self-oriented, disloyal and so on. Meanwhile people wonder whether their perceptions of the Millennials＇ characteristics are true or biased. Focusing on Millennials, this research examined the influence of work values on job satisfaction, an outcome of the greatest importance in the workplace. The ＂Black box＂ of Millennials work values＇ impact on job satisfaction is further explained by the moderated mediation concerning psychological meani tional justice. Implications for managing Millennials are discussed at last. ess, self-efficacy and organizaData were collected by asking Millennials to provide their responses to a remarkable newly developed measure of work values and recognized ones from authoritative literatures of job satisfaction, psychological meaningfulness, self-efficacy, and organizational justice, all combined into a structured questionnaire based on self-report. The Millennials were 557 employees from local enterprises and public institutions. Exploratory factor analysis （EFA） was first conducted, the result of which suggested that one item about flexible working hours should be deleted from the subscale of intrinsic preference constituting work values so as to improve the low reliability, indicated by the Cronbach＇s or, within the subscale. Confirmatory factor analysis （CFA） was then conducted, the result of which showed that the 9 factors model has the best fit with the data and the common method variance had a small influence on the results of this research. Correlations between pairs of work values dimensions and job satisfaction, and the results of linear regressions indicated that utilitarianism was negatively correlated with job satisfaction whereas intrinsic preference, interpersonal harmony, creativity-orientation, and long-term development had positive effects on job satisfaction. The results of following linear regressions and bootstrapping performed showed that psychological meaningfulness and self-efficacy played mediating roles in the relationship between work values and job satisfaction, for all the coefficients of linear regression equations related to mediation and indirect effects through both mediators were significant. Hierarchical regression and then a moderated mediation model, with variables mean-centered to avoid muhicollinearity, were adopted to test moderating effects of organizational justice on the main, direct, and in- direct effect of dimensions of work values on job satisfaction, with both mediators included. Hypotheses were partly supported by the results. This research provides some theoretical implications for the investigations of Millennials＇ work values beyond the structure definition and scale development by testing the impact of work values on job outcomes as well as exploring the mediating and moderating mechanisms through which work values affect job outcomes. The analyses employed comprehensive approach including total effect moderation model, testing all the mediating and moderating effects simultaneously, contributing to the current literatures in terms of methodology. The results of this research also provide managerial implications. For example, organizations may correctly position Millennials, help to increase their confidence about their values, especially the positive aspects, make fair environment characterized by distributive and procedural justice rules, and finally pursue to establish fit of values between millennial employees and the employing organizations, such as in recruitment.