本文關(guān)鍵詞： 新生代員工 人力資源管理實(shí)踐 組織認(rèn)同 關(guān)系績(jī)效　出處：《西北大學(xué)》2017年碩士論文　論文類型：學(xué)位論文

【摘要】：互聯(lián)網(wǎng)經(jīng)濟(jì)時(shí)代,80、90后這一新生代群體,正逐步成為勞動(dòng)力主體及企業(yè)的中流砥柱。但由于新生代員工的成長(zhǎng)背景正是我國(guó)改革開(kāi)放帶來(lái)的社會(huì)轉(zhuǎn)型加速期,導(dǎo)致了他們具有自我意識(shí)強(qiáng)烈、挑戰(zhàn)權(quán)威等特質(zhì),從而影響了新生代員工的職場(chǎng)表現(xiàn),這與新生代員工的就業(yè)觀念有關(guān)但同時(shí)也反映出傳統(tǒng)人力資源管理模式越來(lái)越難以發(fā)揮其效力,影響力了新生代員工的組織認(rèn)同感形成,使得新生代員工難以產(chǎn)生自發(fā)的利組織行為及關(guān)系績(jī)效。對(duì)此,本研究旨在通過(guò)實(shí)證分析人力資源管理實(shí)踐對(duì)新生代員工關(guān)系績(jī)效的影響和組織認(rèn)同的中介作用,為企業(yè)新生代員工管理提供論證和實(shí)踐指導(dǎo)。本研究回顧了國(guó)內(nèi)外新生代員工管理相關(guān)研究以及人力資源管理實(shí)踐、組織認(rèn)同和關(guān)系績(jī)效的相關(guān)研究及理論,分析梳理三者間的關(guān)系,提出假設(shè)并建立本文的研究模型。其次,根據(jù)研究假設(shè)和模型修改并編制針對(duì)新生代員工的問(wèn)卷,并對(duì)回收的數(shù)據(jù)進(jìn)行信度、效度檢驗(yàn)和回歸分析,驗(yàn)證假設(shè);再次,運(yùn)用三步編碼法總結(jié)阿里巴巴集團(tuán)的人力資源管理實(shí)踐,分析其在實(shí)踐中如何提升員工組織認(rèn)同和關(guān)系績(jī)效;最后,得出研究結(jié)論,并在前面研究的基礎(chǔ)上,提出新生代員工管理的相關(guān)實(shí)踐建議,并就研究中的不足提出下一步的研究方向。研究表明,人力資源管理實(shí)踐正向影響新生代員工的關(guān)系績(jī)效,也通過(guò)影響組織認(rèn)同,從而促進(jìn)其關(guān)系績(jī)效的提升,即組織認(rèn)同在人力資源管理實(shí)踐和新生代員工關(guān)系績(jī)效之間起中介作用。
[Abstract]:In the era of Internet economy, the post-80s group is gradually becoming the mainstay of the labor force and enterprises. However, the growth background of the new generation of employees is precisely the accelerated period of social transformation brought by China's reform and opening up. This has led to a strong sense of self-awareness, challenging authority and other characteristics, which have affected the performance of the new generation of employees in the workplace, This is related to the employment concept of the new generation of employees, but it also reflects that the traditional human resource management model is becoming more and more difficult to play its role, which has influenced the formation of the organizational identity of the new generation of employees. It makes it difficult for the new generation of employees to produce spontaneous organizational behavior and relationship performance. Therefore, the purpose of this study is to empirically analyze the impact of human resource management practice on the performance of new generation employees and the intermediary role of organizational identity. This study reviews the relevant researches and theories of human resource management practice, organizational identity and relationship performance at home and abroad. The relationship between the three is analyzed, and the hypothesis is put forward and the research model is established. Secondly, according to the research hypothesis and model, the questionnaire for the new generation of employees is revised and compiled, and the reliability, validity and regression analysis of the recovered data are carried out. Thirdly, we use the three-step coding method to summarize the human resource management practice of Alibaba Group, and analyze how to improve employee organizational identity and relationship performance in practice. Finally, we draw a conclusion, and on the basis of the previous research, Put forward the related practice suggestion of the new generation staff management, and put forward the next research direction to the deficiency in the research. The research shows that the human resource management practice positively affects the relationship performance of the new generation of employees, and also influences the organizational identity. In order to promote its relationship performance, organizational identity plays an intermediary role between human resource management practice and new generation employee relationship performance.
【學(xué)位授予單位】：西北大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2017
【分類號(hào)】：F272.92
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本文編號(hào)：1510592