基于扎根理论的新生代员工工作满意度影响因素研究

Influencing Factors of the New Generations’Job SatisfactionBased on the Grounded Theory

新生代员工频繁离职严重影响了企业员工队伍的稳定,成为企业人力资源管理亟需解决的现实问题。工作满意度对于维护员工队伍稳定、降低员工离职意愿具有重要意义。新生代员工工作满意度包含员工、工作、同事、组织四个方面的因素。以匹配理论为基础,以新生代员工为研究对象,借助开放式编码、主轴编码、选择性编码,通过扎根理论研究方法,从新生代员工工作满意度的影响因素、内容维度及其影响机制角度,构建了包含人与岗位匹配、人与同事匹配、人与组织匹配的“P-JOS模型”,其理论模型阐释为:新生代员工对工作的看法从“衣食之源”转变为“生活方式”;工作赋予新生代员工的意义从“忠诚可靠”转变为“赋权赋能”;同事关系对新生代员工的影响从“三观一致”转变为“干得舒心”;数字化技术对新生代员工就业形态的影响从“全职就业”转变为“灵活就业”。基于此,为提升新生代员工工作满意度,可在员工筛选、岗位设计、人际关系营造和企业文化建设等方面采取相应措施。

Frequent turnover of the new generation staff has seriously affected the stability of the enterprise workforce,which has become a practical problem to be solved urgently in human resource management.Job satisfaction is of great significance for maintaining the stability of the staff and reducing the turnover intention of employees.The job satisfaction of the new generation staff is affected by factors from four aspects:staff,work,colleague and organization.Based on the matching theory,this paper explores the influencing factors,content dimensions and influencing mechanism of job satisfaction of the new generation staff by adopting the empirical research method with the help of opening coding,axial coding and selective coding and taking the new generation staff as the object.On this basis,a“P-JOS model”,composed of person-post matching,person-colleague matching and person-organization matching,is constructed and its theoretical model can be interpreted as the following:firstly,work has changed from“the source of food and clothes”to“a mode of life”for the new generation staff;secondly,the meaning of work for them has changed from“dependability”to“empowerment”;thirdly,their views for colleague relations have changed from“identical views of life and values”to“comfortable working status”;Fourthly,the digital technology has prompted them to choose“flexible employment”rather than“full-time employment”.Therefore,this paper provides suggestions and guidance for enterprise human resource management from perspectives of strict employees screening,scientific post design,interpersonal relationship building and enterprise culture construction.