【摘要】：隨著新生代員工逐漸成為我國(guó)勞動(dòng)力市場(chǎng)的主力軍和支撐企業(yè)發(fā)展的重要力量，新生代員工的體面勞動(dòng)研究越來(lái)越重要。新生代員工獨(dú)特的個(gè)性特征、價(jià)值觀和行為特點(diǎn)決定了他們對(duì)工作內(nèi)容、工作形式和企業(yè)內(nèi)人際關(guān)系等方面有著不同的要求，對(duì)體面勞動(dòng)的理解也存在差異，以往的研究對(duì)如何理解新生代員工的體面勞動(dòng)及哪些因素會(huì)影響新生代員工體面勞動(dòng)的實(shí)現(xiàn)等較少涉及。因此，在文獻(xiàn)綜述的基礎(chǔ)上深入理解并構(gòu)建企業(yè)新生代員工的體面勞動(dòng)多維構(gòu)念模型對(duì)于更好地實(shí)現(xiàn)企業(yè)新生代員工的體面勞動(dòng)具有重要意義。 本文首先整理了體面勞動(dòng)和新生代員工的相關(guān)理論和已有文獻(xiàn)，包括體面勞動(dòng)的內(nèi)涵、測(cè)量、實(shí)證研究等和新生代員工的定義、特征和管理。在文獻(xiàn)綜述的基礎(chǔ)上，深入分析企業(yè)新生代員工體面勞動(dòng)的影響因素，構(gòu)建了企業(yè)新生代員工體面勞動(dòng)的多維構(gòu)念模型，并對(duì)新生代員工體面勞動(dòng)要素進(jìn)行了初設(shè)，盡可能地涵蓋各種相關(guān)要素。在初設(shè)要素的基礎(chǔ)上，通過(guò)專家咨詢和預(yù)調(diào)查確定了新生代員工體面勞動(dòng)的問(wèn)卷，并對(duì)有效問(wèn)卷進(jìn)行了描述性分析、探索性因子分析和驗(yàn)證性因子分析，確認(rèn)了新生代員工體面勞動(dòng)多維構(gòu)念模型的維度。通過(guò)實(shí)證結(jié)果分析，對(duì)新生代員工體面勞動(dòng)的多維構(gòu)念模型進(jìn)行了修正，最終得到由基本工作權(quán)益、公平合理的薪酬、良好的培訓(xùn)體系、工作中的平等與尊嚴(yán)、工作生活平衡和代表權(quán)保障6個(gè)維度構(gòu)成的新生代員工體面勞動(dòng)多維構(gòu)念模型。 針對(duì)實(shí)證研究的結(jié)果，本文從重視新生代員工工作權(quán)益和代表權(quán)保障、建立新生代員工培訓(xùn)與發(fā)展機(jī)制、關(guān)注新生代員工精神訴求和工作生活平衡等方面提出了相關(guān)的管理建議。
[Abstract]:With the new generation of employees gradually becoming the main force of our labor market and supporting the development of enterprises, the research of decent work of the new generation of employees is becoming more and more important. The unique personality characteristics, values and behavior characteristics of the new generation of employees determine that they have different demands on the contents, forms of work and interpersonal relationships in the enterprise, and their understanding of decent work is also different. Previous studies on how to understand the decent work of the new generation of employees and what factors will affect the realization of decent work of the new generation of employees are less involved. Therefore, on the basis of literature review, it is of great significance to understand and construct the multidimensional model of decent work for the new generation of employees. In this paper, the relevant theories and literatures of decent work and new generation of employees are summarized firstly, including the connotation, measurement, empirical research, and the definition, characteristics and management of the new generation of employees, including the connotation of decent work, measurement, empirical research and so on. On the basis of literature review, this paper deeply analyzes the influencing factors of the decent work of the new generation of employees in enterprises, constructs the multidimensional construction model of the decent work of the new generation of employees of enterprises, and sets up the elements of decent work of the new generation of employees. Cover as many relevant elements as possible. On the basis of the initial elements, through expert consultation and pre-investigation, the paper determines the decent work questionnaire of the new generation of employees, and carries on descriptive analysis, exploratory factor analysis and confirmatory factor analysis to the effective questionnaire. This paper confirms the dimension of the new generation of employees' decent work multidimensional model. Through the analysis of empirical results, the multi-dimensional model of decent work for the new generation of employees is revised, and finally the basic work rights, fair and reasonable salary, good training system, equality and dignity in work are obtained. A new generation of workers' decent work model with 6 dimensions of work-life balance and representation guarantee. According to the results of the empirical research, this paper establishes the training and development mechanism of the new generation staff from the view of attaching importance to the protection of the working rights and representation of the new generation employees. The author puts forward some management suggestions about the spiritual demands and work-life balance of the new generation of employees.
【學(xué)位授予單位】：湖南大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2014
【分類號(hào)】：F272.92;F224

【參考文獻(xiàn)】

相關(guān)期刊論文 前10條

1 曹兆文;;GDP對(duì)體面勞動(dòng)生產(chǎn)性的影響——基于中國(guó)數(shù)據(jù)的實(shí)證分析[J];財(cái)經(jīng)問(wèn)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(dòng)保障機(jī)制研究[J];財(cái)經(jīng)理論與實(shí)踐;2011年06期

3 曹兆文;;體面勞動(dòng)基本理念與衡量指標(biāo)的關(guān)系[J];重慶理工大學(xué)學(xué)報(bào)(社會(huì)科學(xué));2012年01期

4 曾煜;;讓農(nóng)民工享有社會(huì)保障、體面勞動(dòng)和有尊嚴(yán)的生活[J];福建論壇(人文社會(huì)科學(xué)版);2011年02期

5 余功雄;;體面勞動(dòng)視野中的高校非事業(yè)編制職工權(quán)益保護(hù)[J];法制與經(jīng)濟(jì)(下旬);2011年11期

6 王道勇;;新生代農(nóng)民工體面勞動(dòng)問(wèn)題研究[J];城市觀察;2012年05期

7 李朝陽(yáng);;體面勞動(dòng)視域中非正規(guī)就業(yè)者的勞動(dòng)權(quán)益保護(hù)[J];河北師范大學(xué)學(xué)報(bào)(哲學(xué)社會(huì)科學(xué)版);2011年02期

8 佘云霞;劉晴;;推行體面勞動(dòng)的全球趨勢(shì)[J];江漢論壇;2008年10期

9 代利鳳;張麗;;淺析體面勞動(dòng)視域下的女性就業(yè)弱勢(shì)[J];經(jīng)濟(jì)研究導(dǎo)刊;2010年02期

10 馬飛;孔凡晶;;組織公平理論研究述評(píng)[J];經(jīng)濟(jì)縱橫;2010年11期

相關(guān)博士學(xué)位論文 前1條

1 古安偉;基于消費(fèi)者關(guān)系視角的品牌資產(chǎn)概念模型及其驅(qū)動(dòng)關(guān)系研究[D];吉林大學(xué);2012年

，

本文編號(hào)：2267857