本文選題：新生代員工 + 勞動(dòng)力商品理論�。� 參考：《西安工業(yè)大學(xué)》2017年碩士論文

【摘要】：新生代員工是指我國(guó)20世紀(jì)80、90年代出生的勞動(dòng)力群體,這部分人群出生在一個(gè)與老一代員工差異非常大的外部環(huán)境里,在這樣的外部環(huán)境中成長(zhǎng)和工作,使得這部分人形成了獨(dú)特的個(gè)性和職業(yè)特性。隨著時(shí)間的推移和經(jīng)濟(jì)的發(fā)展,新生代員工已成為當(dāng)前職場(chǎng)的主力軍,眾多管理者由于年齡關(guān)系,在企業(yè)管理中依然使用著老一套的管理理念和方法,導(dǎo)致"管理難、難管理"現(xiàn)象頻現(xiàn)。本文擬通過研究分析我國(guó)新生代員工在職場(chǎng)中所展示的特性,并以此為依據(jù),完善新生代員工的管理方法和理念。本文主要分為以下6個(gè)部分:第一章:緒論。主要包括選題背景、研究意義、相關(guān)文獻(xiàn)回顧、研究?jī)?nèi)容及方法、可能的創(chuàng)新點(diǎn)。其中,文獻(xiàn)回顧著重對(duì)新生代員工的價(jià)值觀、激勵(lì)因素、激勵(lì)模式、工作壓力、滿意度、忠誠(chéng)度、離職問題等6個(gè)方面,較為系統(tǒng)的研究分析了目前有關(guān)新生代員工職業(yè)特性的情況。第二章:相關(guān)概念及基本理論�；靖拍罱缍诵律鷨T工和職業(yè)特性的概念,有助于本文找準(zhǔn)研究方向及重點(diǎn)�；纠碚摪▌趧�(dòng)力商品、馬斯洛需求、社會(huì)交換、格林豪斯職業(yè)生涯發(fā)展等理論,這些理論為本文研究提供了理論指導(dǎo)和依據(jù)。第三章:新生代員工的成長(zhǎng)環(huán)境與個(gè)性特點(diǎn)。該部分主要通過對(duì)相關(guān)文獻(xiàn)研究的總結(jié),來(lái)獲得該群體成長(zhǎng)的宏觀環(huán)境現(xiàn)狀并進(jìn)行了簡(jiǎn)要分析;同時(shí),也總結(jié)了該群體的個(gè)性特點(diǎn)及工作行為特征,為下文職業(yè)特性的調(diào)查和分析提供支撐。第四章:新生代員工職業(yè)特性調(diào)查與分析。調(diào)查通過問卷和訪談兩種方式進(jìn)行,本文根據(jù)前期文獻(xiàn)研究情況,設(shè)計(jì)了相關(guān)問題,通過選取具有代表性企業(yè)的新生代員工進(jìn)行調(diào)查。在獲取調(diào)查結(jié)果后,分別對(duì)訪談結(jié)果和問卷調(diào)查結(jié)果進(jìn)行了分析,進(jìn)而得出了新生代員工職業(yè)特性以及日常管理中存在的問題。第五章:新生代員工管理及激勵(lì)建議。主要從管理理念、領(lǐng)導(dǎo)策略、職業(yè)生涯管理、激勵(lì)策略四個(gè)方面給出了建議。建議是根據(jù)新生代員工的職業(yè)特性和目前管理中存在的問題所提出的,具有較好的針對(duì)性。第六章:結(jié)論與展望。是對(duì)本文研究成果的總結(jié),同時(shí)也分析本文研究的不足和未來(lái)努力方向。
[Abstract]:The new generation of employees refers to the labor force group born in the 1980s and 1990s in China, which was born in an external environment that is very different from that of the older generation, in which they grew up and worked in such an external environment. This part of the people formed a unique personality and professional characteristics. With the passage of time and economic development, the new generation of employees have become the main force in the current workplace. Because of the age, many managers still use the same management concepts and methods in the enterprise management, resulting in "difficult management," Difficult to manage "phenomenon frequently." This paper intends to analyze the characteristics of the new generation of employees in the workplace and improve the management methods and concepts of the new generation of employees. This article is divided into the following six parts: chapter one: introduction. Including the background, significance, literature review, research content and methods, possible innovations. Among them, literature review focuses on the new generation of employees' values, incentive factors, incentive model, job pressure, satisfaction, loyalty, turnover issues, etc. A systematic study of the current situation of the new generation of employees' professional characteristics. Chapter two: related concepts and basic theories. The basic concept defines the new generation of employees and the concept of professional characteristics, which is helpful for this paper to find the research direction and focus. The basic theories include labor commodity, Maslow demand, social exchange, Glinhaus career development and so on. These theories provide theoretical guidance and basis for this study. The third chapter: the growth environment and personality characteristics of the new generation staff. This part mainly through the summary of the related literature to obtain the macro-environmental status of the group growth and a brief analysis, at the same time, summed up the personality characteristics of the group and work behavior characteristics, To provide support for the investigation and analysis of professional characteristics below. Chapter four: the investigation and analysis of the occupational characteristics of the new generation of employees. Through questionnaire and interview, according to the previous literature research, this paper designed the relevant questions, through the selection of representative enterprises of the new generation of employees to investigate. After obtaining the results of the investigation, the results of interviews and questionnaires are analyzed respectively, and then the occupational characteristics of the new generation of employees and the problems existing in daily management are obtained. Chapter five: new generation staff management and incentive suggestions. Suggestions are made from four aspects: management concept, leadership strategy, career management and incentive strategy. The suggestions are put forward according to the professional characteristics of the new generation employees and the problems existing in the current management. Chapter six: conclusion and prospect. It is a summary of the research results of this paper, but also analyzes the shortcomings of this study and the direction of future efforts.
【學(xué)位授予單位】：西安工業(yè)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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