从“00后”群体的激励预期看未来的职业适应

Future Occupation Adaptation in the Light of the Motivational Expectations of the “Post-00” Group

随着社会不断发展,“00后”已成为就业大军的主体力量。如何预测与指导其职业适应是“00后”群体职业生涯的重要研究议题。本研究主要采用定性分析的方法,从“00后”自评的群体特点出发,探索“00后”群体的激励预期与职业适应。研究发现,“00后”群体自身会陷入两个矛盾:“关注自我–重视他人”的矛盾以及“自身不足–更高追求”的矛盾,研究结合马斯洛需求层次理论与赫茨伯格的双因素理论提出新生代激励预期三阶段模型,分别是基础期、提升期、飞跃期。最后结合自我决定理论与认知失调理论探索“00后”群体职业适应的内在机制,结合《三十六计》的战略思想为促进“00后”激励预期提供建议。研究从就业准备阶段的激励期待展望未来职业适应,对管理新生代员工提供针对性指导。

With the continuous development of society, “post-00” has become the main force of the employment army. How to predict and guide their career adaptation is an important research topic in the “post-00” group career. This study uses qualitative analysis method to explore the motivational expectation and career adaptation of “post-00” group based on the group characteristics of “post-00” self-assessment. The study found that “post-00” the group itself will fall into two contradictions: “focus on self-emphasis on others” and “self-deficiency - higher pursuit” of the contradiction, the study combined with Maslow’s demand level theory and Herzberg’s two-factor theory put forward the new generation incentive expectation three-stage model, respectively, the basic period, promotion period, leap period. Finally, combine self-determination theory and cognitive dissonance theory to explore the internal mechanism of occupational adaptation, combined with the strategic thought of “Thirty-Six” to promote “post-00” incentive expectations. This research examines the anticipatory incentives during the employment preparation stage and their impact on future career adaptability. It aims to offer targeted guidance for managing the new generation of employees, ensuring a coherent and smooth integration into their professional roles.