【摘要】：伴隨著全球一體化與網(wǎng)絡(luò)信息化進程的加快,企業(yè)間的競爭與摩擦日益突顯。在嶄新的市場經(jīng)濟大背景下,企業(yè)間的碰撞已經(jīng)不再局限于往日技術(shù)與資源的爭奪,而轉(zhuǎn)為一場“人才爭奪戰(zhàn)”,特別是具有核心競爭力人才的爭奪,企業(yè)整體人力資源水平將會直接關(guān)系到企業(yè)的經(jīng)營業(yè)績。如今,有著較高文化素養(yǎng)、具備多元化思維的80后、90后員工已逐步成為企業(yè)中的核心人才,新生代員工的工作表現(xiàn)直接關(guān)系到企業(yè)經(jīng)營水平的高低。因此,如何更好地發(fā)揮新生代員工的價值,讓新生代員工找到自己在企業(yè)中的定位,從而全心全意地投入到工作中去,成為企業(yè)管理者最為關(guān)注的問題。本文選取新生代員工這一典型群體,從個人-工作契合度視角出發(fā),深入探究其與工作績效間的相互關(guān)系�；谄鹾侠碚撆c前人的研究成果,構(gòu)建并提出了本文的理論模型與研究假設(shè)。為驗證本文提出的研究假設(shè),筆者主要借助互聯(lián)網(wǎng)平臺,收集了來自全國各地共計233名新生代員工的數(shù)據(jù)樣本,在借助統(tǒng)計軟件對調(diào)查數(shù)據(jù)做以分析與處理后,共有13個假設(shè)得到了驗證,余下2個假設(shè)未通過驗證。本研究主要得到以下3點結(jié)論:(1)個人-工作契合度與新生代員工的工作績效呈顯著正相關(guān)關(guān)系。(2)員工敬業(yè)度對新生代員工工作績效呈顯著正相關(guān)關(guān)系(3)員工敬業(yè)度在個人-工作契合度與新生代員工工作績效間起到部分中介作用。基于上述結(jié)論,本文提出了一些提升新生代員工個人-工作契合度與敬業(yè)度水平的參考建議:(1)堅持人崗匹配的用人原則(2)加強薪酬福利機制的管理(3)重視新生代員工的職業(yè)生涯規(guī)劃。
[Abstract]:With the acceleration of global integration and network informatization, competition and friction between enterprises are becoming increasingly prominent. Against the background of a new market economy, the collision between enterprises is no longer confined to the competition of technology and resources in the past, but has turned into a "talent race", especially the competition for talents with core competence. The overall level of human resources will be directly related to the business performance of the enterprise. Nowadays, the post-80s generation with higher cultural literacy and diversified thinking has gradually become the core talent in the enterprise, and the performance of the new generation of employees is directly related to the level of the enterprise management. Therefore, how to better play the value of the new generation of employees, so that the new generation of employees find their own position in the enterprise, so as to wholeheartedly participate in the work, become the most concerned problem of enterprise managers. This paper selects the new generation of employees as a typical group, from the perspective of individual-work fit degree, and probes into the relationship between it and job performance. Based on the coincidence theory and previous research results, the theoretical model and research hypothesis of this paper are constructed and proposed. In order to verify the research hypotheses put forward in this paper, the author collected data samples from 233 new generation employees from all over the country with the help of Internet platform, and analyzed and processed the survey data with the help of statistical software. A total of 13 hypotheses have been tested, while the remaining 2 have not been validated. The main conclusions of this study are as follows: (1) there is a significant positive correlation between employee engagement and new generation employees' job performance. (2) employee engagement has a significant positive correlation with new generation employees' job performance. (3) employee engagement is positively correlated with new generation employees' job performance. Degree plays an intermediary role between personal-work compatibility and new generation employees' job performance. Based on the above conclusions, This paper puts forward some suggestions on how to improve the level of individual-job compatibility and engagement of the new generation of employees: (1) adhere to the principle of personnel matching (2) strengthen the management of salary and welfare mechanism (3) attach importance to the career planning of the new generation of employees.
【學(xué)位授予單位】：吉林大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2017
【分類號】：F272.92

【參考文獻】

相關(guān)期刊論文 前10條

1 張穎;侯琳鈺;;高績效工作系統(tǒng)對員工敬業(yè)度的影響機制研究——被調(diào)節(jié)的中介效應(yīng)[J];工業(yè)技術(shù)經(jīng)濟;2017年04期

2 閆培林;;工作重塑對工作投入的影響:人-工作匹配與工作意義的作用[J];中國人力資源開發(fā);2016年19期

3 潘琦華;萬暢;;高職教師個人——組織契合度與敬業(yè)度對工作績效的影響分析[J];湖南第一師范學(xué)院學(xué)報;2015年06期

4 潘琦華;;員工敬業(yè)度對工作績效的作用研究——基于個人——組織契合的調(diào)節(jié)作用[J];山東農(nóng)業(yè)工程學(xué)院學(xué)報;2014年04期

5 方來壇;時勘;張風(fēng)華;高鵬;;員工敬業(yè)度、工作績效與工作滿意度的關(guān)系研究[J];管理評論;2011年12期

6 李濤;徐春捚;;員工敬業(yè)度理論研究現(xiàn)狀[J];現(xiàn)代交際;2011年09期

7 溫志毅;金冬梅;郭德俊;;個體工作績效研究進展[J];技術(shù)經(jīng)濟與管理研究;2011年03期

8 趙欣艷;孫潔;;員工敬業(yè)度研究綜述與展望[J];北京郵電大學(xué)學(xué)報(社會科學(xué)版);2010年05期

9 王浩;李思思;林偉波;;組織社會化、個人-組織契合度與工作績效的關(guān)系——基于商業(yè)銀行員工的實證分析[J];科技管理研究;2010年19期

10 岳丹;王建敏;岳建;;個人-組織契合度對工作滿意度的影響研究[J];科技創(chuàng)業(yè)月刊;2010年01期

相關(guān)碩士學(xué)位論文 前2條

1 沈嫣;DGL公司管理崗位員工敬業(yè)度研究[D];華東理工大學(xué);2015年

2 紀(jì)海楠;XL集團新生代員工戰(zhàn)略性人力資源管理研究[D];昆明理工大學(xué);2008年

，

本文編號：2154689