Influence of Blocking-Stressors on Post-90s Employees’ Occupational Mobility: The Chain Mediating Effect of Psychological Contracts and Negative Emotion

To clarify the mechanism of blocking-stressors,psychological contracts,and negative emotions on post-90s employees’occupational mobility,based on the literature study,a hypothetical model of the relationship was established.Using the blocking-stressor,psychological contract,negative emotion,and occupational mobility scales,317 post-90s employees were selected to investigate their status.It used correlation analysis and intermedi-ary effect tests to verify the hypothesis model.The results showed that:first,there were significant positive cor-relations between blocking-stressors,negative emotions,and occupational mobility,while indicating a significant negative correlation with the psychological contract;second,blocking-stressors can directly and significantly pre-dict occupational mobility;and third,blocking-stressors can indirectly affect occupational mobility through the mediating role of negative emotions and the chain-mediating role of psychological contracts and negative emo-tions.The effective intervention of blocking-stressors,psychological contracts,and negative emotions can reduce the rate of occupational mobility and provide some guidance for enterprises in making rational use of human resources.

The Asian Dimension Reflection of Hofstede’s Cultural Theory—Based on the Consumption Cognitive Characteristics of Chinese Post-90s College Students

This article is based on Hofstede’s cultural theory,taking the post-90s college students as the research object,and through a small-scale survey method,uses the cultural conflicts of the post-90s college students’cognition of“frugality”and“consumption”to explore the characteristics of their consumption outlook.The consumption behavior of post-90s college students presents a diversified structure,lacks planning,and has short-term orientation tendencies such as light luxury and impulsive consumption.At the same time,it displays an obvious living within its means and a wait-and-see attitude towards advanced consumption,focusing on the long-term orientation of its own investment in the future.The Confucian cultural characteristics of the contradictory but complementary consumption outlook of college students born in the 1990s provide Hofstede with a new perspective beyond the long-term and short-term dualistic orientation.

Research on the Post-90s Patriotism Education under the General Background of Globalization

In this paper, we conduct research on the post-90s patriotism education under the general background of globalization. Patriotism refl ected the people’s deep feelings about their motherland, refl ects the personal to the dependence of the motherland, it is people for their homeland, racial and the cultural sense of belonging, identity, dignity and honor. It is a moral requirement of regulating the relationship between individuals and the motherland, the principle of political and legal norms, also is the core of the national spirit. Love the motherland’s great rivers as love oneself of the same fl esh and blood, love, brilliant culture of the basic motherland that love his own country constitutes the basic requirements of patriotism. Under this background, we propose our novel perspectives on post-90s patriotism education under the general background of globalization which is meaningful.

饭店行业80后、90后员工满意度影响因素的比较研究——以成都市高星级饭店为例

80后和90后已经成为饭店员工队伍的主力军,他们对饭店工作满意度的高低直接影响员工流失率的高低。通过对成都市高星级饭店员工进行问卷调查,运用单因素方差分析、相关性分析等方法探讨了饭店行业80后和90后员工满意度的影响因素。研究表明,饭店80后和90后员工满意度偏低,而90后员工满意度和各个影响因素的满意度均比80后的低;80后员工和90后员工的4个维度,即工作本身、工作回报、管理水平、饭店背景的满意度,分别存在显著差异;工作本身、工作回报、管理水平和饭店背景与80后和90后员工满意度均存在显著的正线性相关关系,其中,饭店背景是影响80后和90后员工满意度最显著的因素,而工作本身、工作回报、管理水平的影响程度却是不同的。

饭店行业80后和90后员工满意度影响因素研究——以成都市高星级饭店为例

本文通过对成都市高星级饭店员工进行问卷调查,运用因子分析、单因素方差分析、多元回归分析等方法探讨了饭店行业80后和90后员工满意度的影响因素,提出饭店管理层要着重从饭店背景、工作回报等5个方面来提高员工满意度,尤其要重视饭店背景和工作回报。

“90后”知识型员工入职动机特征分析——以高职毕业生为样本

研究知识型员工的心理特征、入职动机,是调整职场生态、提升组织绩效的重要手段。选择知识型员工的一个重要群体——高职毕业生作为研究样本,考察其基本特征。采用SPSS 20.0进行统计分析,发现“90后”知识型员工更关注现实利益、职业成长、价值追求、自主性及自我需要。为此,企业等用人单位要改进招录观、用人观,高职院校要转变育人观。

双元领导对“90后”员工创新能力的影响——以人岗匹配度和组织差错管理氛围为中介变量

研究旨在探索双元领导如何提高“90后”员工的创新能力。从认知视角出发,基于自我决定理论,从个人和组织两个层面揭示双元领导通过人岗匹配度和组织差错管理氛围影响“90后”员工创新能力的内在机制。研究结果显示,双元领导正向影响“90后”员工创新能力,人岗匹配度和组织差错管理氛围在双元领导与“90后”员工创新能力之间起部分中介作用。为领导者采取动态双元领导风格进而提高“90后”员工创新能力提供了新视角,并对企业创新实践具有指导意义。

国有企业90后员工的管理策略探讨

2012年第一批90后大学生步入职场,让中国企业正式进入了90后职场元年。本文基于马斯洛需求层次理论,对90后员工的行为特征进行分析,从人力资源管理的招聘与配置、培训与开发、薪酬福利管理、绩效考核和劳动关系五大模块为出发点对90后员工提出了相应的管理策略。

浅谈90后员工之管理

90后员工已逐渐成为职场中的中坚力量,有着与70后、80后员工不同的个性特点,因此90后员工在工作中也表现出与传统不一样的"负面特征"。为了更好地发挥90后员工在职场中的作用,结合在化工企业中的实践经验,对90后员工的管理提供一些建议。