基于20年成就方式数据的中国员工代际差异研究

A Study of Intergenerational Differences of Chinese Employees Based on Two Years of Achieving Styles Data

以改革开放以来中国人力资源管理4个发展阶段的特征为环境背景,结合西方成就方式模型及理论,从组织社会化理论以及人生历程理论视角,对新生代员工与X世代员工的成就方式特点以及代际差异做出探讨与解析。研究结果发现,与X世代员工相比,中国的“80后”和“90后”员工在工作中的竞争直接型行为逐步弱化,而依赖工具型以及合作关系型行为有所提升。研究结果有助于人力资源管理者预测新生代员工的行为导向,并为新生代员工的管理提供了新视角和新对策。

Based on the characteristics of the four development stages of China?s human resources management since the reform and opening up as well as the achieving styles model and theory,this study explored and analyzed the characteristics of achieving styles and intergenerational differences between millennial employees and generation X employees from the perspective of organizational socialization theory and life course theory.By analyzing and comparing the data on Chinese employees achieving styles over the past two decades,this study found that,compared with generation X employees,the competitive behavior of post-80s and post-90s employees in China was gradually weakened,while their dependent and cooperative behaviors were strengthened.This study helps human resource managers to predict the behavioral orientation of millennial employees through the achieving styles model,as well as provides new perspectives and countermeasures for human resource managers to manage and motivate millennial employees.