摘要
新生代员工已逐渐成为中国劳动力市场的主力军,他们重视自我实现和自我满足,存在职场中现实自我状态与理想自我状态、应该自我状态经常不一致的情形,对新生代员工自我差异实施有效管理具有重要意义。文章基于以往研究文献,构建了新生代员工自我差异及其工作态度和行为的关系模型,采用逻辑推导的方式对理论模型分析发现,虽然新生代员工的自我差异会降低其工作投入和帮助行为,但程序公平氛围和自尊会对其消极效应起着正向的调节作用。最后提出了对新生代员工自我差异的管理建议。
The new generation employees are gradually becoming the main force of the labor market in China. They attach great importance to self fulfillment and satisfaction. Inconsistent cases among their real ego,ideal ego and should ego usually appear in the workplace. Therefore,effective management of the new generation employees’ self-discrepancy is of great significance. Based on the previous literature review,this paper builds a relational model of the new generation employees’ self-discrepan-cy, work attitude and behavior. The results, by making an analysis on the theoretical model through logical deduction meth-od,show that the procedural justice climate and self-esteem positively moderate the negative relationship between new genera-tion employees’ self-discrepancy and their work involvement and helping behavior. Finally,it puts forward some recommen-dations on the management of the new generation employees’ self-discrepancy.
出处
《华东经济管理》
CSSCI
2014年第11期128-131,171,共5页
East China Economic Management
基金
国家自然科学基金项目(71172203
71372125)
关键词
新生代员工
自我差异
程序公平氛围
自尊
工作投入
帮助行为
new generation employees
self-discrepancy
procedural justice climate
self-esteem
job involvement
help-ing behavior
