本文關(guān)鍵詞： 體面勞動感知 新生代員工 敬業(yè)度 員工滿意度 組織認(rèn)同感　出處：《湖北大學(xué)》2014年碩士論文　論文類型：學(xué)位論文

【摘要】：隨著時間的推移,新生代員工正大量涌入職場并逐漸成為勞動力市場的主力軍。然而,優(yōu)越的成長環(huán)境導(dǎo)致了他們價值取向尤其是工作價值取向的多元化,在工作中看重的不僅僅是薪酬、環(huán)境等基本保健因素,越來越看重職業(yè)成長好、組織地位高、社會認(rèn)可度高和工作氛圍優(yōu)越的體面勞動。體面勞動是國際勞工組織于世紀(jì)之交提出的新的理念,自提出以來已經(jīng)在全球范圍內(nèi)開展了廣泛的實(shí)踐并取得了重要成果,日益受到各界的關(guān)注。 本文以新生代員工為研究對象,以構(gòu)建和諧勞資關(guān)系、提高新生代員工的敬業(yè)度為目標(biāo),從個體感知的視角研究新生代員工的體面勞動感知并探索其對敬業(yè)度的影響機(jī)理。對新生代員工體面勞動感知的測量結(jié)果表明,新生代員工的體面勞動感知是一個六維度構(gòu)念。即工作回報(bào)體面感、工作負(fù)荷體面感、職業(yè)成長體面感、職業(yè)認(rèn)可體面感、組織地位體面感和工作氛圍體面感六個維度。 新生代員工體面勞動感知在人口統(tǒng)計(jì)變量方面的差異性表現(xiàn)為：1)性別對員工的體面勞動感知影響不顯著；2)不同戶籍類型員工的體面勞動感知沒有顯著性差異；3)工作氛圍體面感、工作負(fù)荷體面感和組織地位體面感三個維度在學(xué)歷方面沒有顯著性差異,本科和高中及以下學(xué)歷員工的職業(yè)認(rèn)可體面感顯著高于擁有碩士及以上學(xué)歷的員工,大專學(xué)歷員工的工作回報(bào)體面感和職業(yè)成長體面感最低；4)不同工作年限員工的工作氛圍體面感、工作回報(bào)體面感和組織地位體面感沒有顯著性差異,擁有3-10年工作年限的員工職業(yè)認(rèn)可體面感顯著高于擁有10年以上工作年限的員工,擁有10年以上工作年限的員工的職業(yè)成長體面感最低,擁有6到10年工作年限的員工的工作負(fù)荷體面感顯著高于擁有10年以上工作年限的員工。 回歸分析結(jié)果表明,新生代員工的工作氛圍體面感、組織地位體面感、職業(yè)認(rèn)可體面感、工作回報(bào)體面感與新生代員工的敬業(yè)度呈低度正相關(guān),工作負(fù)荷體面感、職業(yè)成長體面感與新生代員工的敬業(yè)度關(guān)系不顯著。員工滿意度和組織認(rèn)同感在體面勞動感知對敬業(yè)度的影響過程中起部分中介作用,中介效應(yīng)分別占比55.1%和58.7%,這種中介作用提高了新生代員工工作過程中的敬業(yè)度。
[Abstract]:With the passage of time, the new generation of stuff poured into the workplace and gradually become the main force in the labor market. However, the superior growth environment leads to their value orientation especially diversified work value orientation, value at work is not only the basic salary, environmental health factors, more and more attention to occupation growth, organization status high, high social recognition and work atmosphere superior decent work. Decent work is the International Labour Organization is put forward in the turn of the century, the new concept, since it has been put forward on a global scale has been carried out extensive practice and has made important achievements, has attracted more and more attention from all walks of life.
Based on the new generation of employees as the research object, to build a harmonious labor relations, improve the generation of employee engagement as the goal, from the perspective of individual perception of new generation employees decent work perception and to explore the mechanism of influence of engagement. The measurement results of the new generation of employees' perception of decent work shows that the new generation of employees decent work perception is one of the six dimensions of construal. That is a decent sense of work return, work load a decent sense of occupation, grow a decent sense of occupation, recognized a decent sense, a decent sense of organization status and working atmosphere a decent sense of six dimensions.
The new generation of decent work perceived differences in demographic variables in terms of performance: 1) the effect of gender on employee perception of decent work is not significant; 2) there is no significant difference between different types of household workers decent work perception; 3) a decent sense of working atmosphere, work load and decent sense of organization status in three dimensions of sense of decency no significant differences in education, occupation accredited undergraduate and high school degree and below staff's sense of decency is significantly higher than that of the staff has a master's degree or above, college degree employees return to work and a decent sense of occupation growth face the lowest sense; 4) with different working years employees work atmosphere sense of decency, return to work and a decent sense of organization the status of a decent sense of no significant difference, with 3-10 years of work experience staff occupation recognition decent sense was significantly higher than that in more than 10 years working experience of the staff, has 10 years The working life of employees over the working years is the lowest, and the workload of employees who have 6 to 10 years' working experience is significantly higher than that of employees who have 10 years' working experience.
The results of regression analysis show that the new generation of employees working atmosphere decent, decent sense of organization status, occupation recognized sense of decency, return to work and a decent sense of the new generation of employees engagement are positively related to workload, sense of decency, sense of decency and the new generation of occupation growth of employee engagement relationship between employee satisfaction and organizational is not significant. A sense of identity in the perception of decent work plays a part intermediary role in the process of engagement, mediating effects were accounted for 55.1% and 58.7%, which improves the intermediary role of the new generation employees in the process of engagement.

【學(xué)位授予單位】：湖北大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2014
【分類號】：F272.92;F224

【參考文獻(xiàn)】

相關(guān)期刊論文 前10條

1 曹兆文;;GDP對體面勞動生產(chǎn)性的影響——基于中國數(shù)據(jù)的實(shí)證分析[J];財(cái)經(jīng)問題研究;2011年11期

2 袁凌;施思;;基于博弈論的企業(yè)員工體面勞動保障機(jī)制研究[J];財(cái)經(jīng)理論與實(shí)踐;2011年06期

3 呂紅;金喜在;;實(shí)現(xiàn)“體面勞動”的意義及制度性障礙[J];東北師大學(xué)報(bào)(哲學(xué)社會科學(xué)版);2010年03期

4 李平;;關(guān)注員工敬業(yè)度[J];21世紀(jì)商業(yè)評論;2007年12期

5 周建群;;實(shí)現(xiàn)體面勞動的路徑選擇——基于馬克思勞動價值論的視角[J];福建師范大學(xué)學(xué)報(bào)(哲學(xué)社會科學(xué)版);2010年06期

6 江朝虎;;新生代員工特征及管理對策淺析[J];廣西廣播電視大學(xué)學(xué)報(bào);2011年04期

7 魏鈞;張勉;楊百寅;;組織認(rèn)同受傳統(tǒng)文化影響嗎——中國員工認(rèn)同感知途徑分析[J];中國工業(yè)經(jīng)濟(jì);2008年06期

8 周石;;80后員工“職業(yè)觀”分析[J];管理世界;2009年04期

9 王平換;劉城;王芊霖;;員工敬業(yè)度的影響因素及提升措施研究[J];中國管理信息化;2011年13期

10 袁凌;陳宥任;;隱性合約理論視角下企業(yè)員工體面勞動研究[J];華東經(jīng)濟(jì)管理;2012年07期

，

本文編號：1442160