【摘要】：知識(shí)經(jīng)濟(jì)時(shí)代,掌握知識(shí)、具有能動(dòng)性的人才資源是企業(yè)發(fā)展的“源動(dòng)力”之所在。隨著80、90后員工逐漸開(kāi)始占領(lǐng)勞動(dòng)力市場(chǎng),新生代知識(shí)型員工成為企業(yè)謀發(fā)展、求創(chuàng)新的引擎,而在特殊的時(shí)代背景下成長(zhǎng)起來(lái)的他們,在致力通過(guò)工作體現(xiàn)自身價(jià)值的同時(shí),也希望能夠擁有豐富多彩的人生體驗(yàn),對(duì)工作和家庭平衡的追求成為其重要的價(jià)值觀之一。工作給予員工物質(zhì)保障和成就感,家庭給予個(gè)體歸屬感和幸福感,工作和家庭作為個(gè)體的兩個(gè)主要社交領(lǐng)域,其相互關(guān)系如何顯著影響個(gè)體的情緒狀態(tài)及感受,進(jìn)而影響其對(duì)工作的滿意程度,較高的滿意度意味著一系列積極的組織績(jī)效。因此,企業(yè)管理者需重視新生代知識(shí)型員工對(duì)工作家庭關(guān)系平衡的需求,多方面的提升其在組織中的滿意度,使其發(fā)揮出自己的最佳工作水平。組織承諾與個(gè)體的工作滿意度及工作家庭界面的體驗(yàn)緊密相關(guān),因此,本研究在探究新生代知識(shí)型員工工作邊界彈性特征的基礎(chǔ)上,以人-環(huán)境匹配理論為切入點(diǎn),提出了個(gè)體在工作-家庭界面的體驗(yàn)是個(gè)體自身意愿與組織支持性資源交互作用的產(chǎn)物,并進(jìn)一步考察了在不同的工作家庭關(guān)系影響下工作滿意度的變化,以及組織承諾對(duì)這種變化的調(diào)節(jié)效應(yīng)。研究結(jié)果為管理者對(duì)新生代知識(shí)型員工的有效管理提供了一定的借鑒：首先,通過(guò)對(duì)新生代知識(shí)型員工的工作邊界特征的考察發(fā)現(xiàn),與新生代員工對(duì)生活品質(zhì)的強(qiáng)調(diào)相一致,他們希望工作邊界線有較高的擴(kuò)展和收縮的能力,使其在工作時(shí)能夠及時(shí)兼顧家庭生活需求,而組織在對(duì)其資源支持上還相對(duì)較為不足。其次,較之于單一的工作彈性能力或工作彈性意愿,員工在工作家庭界面的感知受二者交互作用的影響更大,工作彈性能力與工作彈性意愿之間的適應(yīng)度越高,工作對(duì)家庭的消極影響越低,積極影響越大。最后,新生代知識(shí)型員工的工作家庭關(guān)系有效預(yù)測(cè)了工作滿意度的變化,沖突降低了其對(duì)組織的滿意度,增益則促進(jìn)了員工對(duì)組織的積極情緒；對(duì)組織的情感依賴減緩了沖突對(duì)工作滿意度的負(fù)向預(yù)測(cè)強(qiáng)度,加強(qiáng)了增益對(duì)工作滿意度的正向影響強(qiáng)度；持續(xù)承諾則對(duì)沖突與工作滿意度之間的負(fù)向關(guān)系存在正向調(diào)節(jié)效應(yīng);同時(shí),研究發(fā)現(xiàn),可能因?yàn)樾律R(shí)型員工個(gè)性張揚(yáng)、蔑視權(quán)威、自我意識(shí)較強(qiáng),他們對(duì)組織的規(guī)范承諾較低,且其調(diào)節(jié)效應(yīng)不顯著。
[Abstract]:In the era of knowledge economy, mastering knowledge and active human resources are the source power of enterprise development. As the post-80s employees gradually began to occupy the labor market, the new generation of knowledge workers became the engine of enterprise development and innovation, and they grew up under the special background of the times, while working to embody their own value. Also hope to have rich and colorful life experience, the pursuit of work and family balance become one of its important values. Work gives employees a sense of material security and accomplishment, family gives an individual a sense of belonging and happiness, and work and family, as two main social spheres of an individual, have a significant impact on their emotional state and feelings. The higher degree of satisfaction means a series of positive organizational performance. Therefore, enterprise managers should pay attention to the needs of the new generation of knowledge workers to balance the work-family relationship, improve their satisfaction in the organization in many ways, so that they can play their best job level. Organizational commitment is closely related to individual job satisfaction and work-family interface experience. Therefore, on the basis of exploring the elastic characteristics of the new generation of knowledge workers' work boundary, this study takes the human-environment matching theory as the breakthrough point. It is proposed that the experience of individual work-family interface is the result of the interaction between individual will and organizational support resources, and the changes of job satisfaction under the influence of different work-family relationships are further investigated. And the regulatory effect of organizational commitment to this change. The results provide a reference for managers to effectively manage the new generation of knowledge workers. Firstly, through the investigation of the characteristics of the new generation of knowledge workers' work boundary, it is found that the new generation of employees' emphasis on quality of life is consistent with the new generation of employees' emphasis on the quality of life. They hope that the work boundary has a higher ability to expand and shrink, so that they can meet the needs of family life in a timely manner, while organizations are relatively inadequate in supporting their resources. Secondly, compared with the single ability of work elasticity or work flexibility, the perception of work family interface is more affected by the interaction of the two, and the adaptability between work flexibility and work flexibility is higher. The lower the negative impact of work on the family, the greater the positive impact. Finally, the new generation of knowledge workers' work-family relationship can effectively predict the change of job satisfaction, the conflict reduces their satisfaction with the organization, and the gain promotes the employees' positive emotion towards the organization. Affective dependence on organization reduces the negative predictive intensity of conflict on job satisfaction, and strengthens the positive influence of gain on job satisfaction, while continuous commitment has a positive adjustment effect on the negative relationship between conflict and job satisfaction. At the same time, the study found that the new generation of knowledge workers may be because of their personality, contempt of authority, strong self-awareness, they have a low commitment to the norms of the organization, and its regulatory effect is not significant.
【學(xué)位授予單位】：大連理工大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2016
【分類(lèi)號(hào)】：F272.92

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1 孔曉宇;新生代知識(shí)型員工的工作家庭邊界管理研究[D];大連理工大學(xué);2016年

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本文編號(hào)：2178553