Research On The Influence Mechanism Of Work Values, Organizational Identity On The Work Output Of The New Generation Employees

At this stage, the new generation of employees who were born in the1980s and1990s has been beginning to become the main force in the enterprise employees in China. The new generation employees have become a valuable resource for corporate growth and development with their good knowledge, skills and innovation ability. In the specific development context of China’s population, resources, it is necessary to conduct a systematic study of the new generation of human resources. Work values of the new generation of employees in corporate human resources team, there are significant differences in work values between the new generation and the older employees, and where are these differences mainly reflected in? Whether the new generation employees work values by acting on their organizational identity, thus improving the work output? What is the impact mechanism that work values of the new generation employees act on their job performance and job satisfaction? That is the question that the thesis will answer. Although many scholars at home and abroad have researched on work values, organizational identity, and work output, the research of impact mechanism that integrate these three variables together, especially take organizational identity as mediating variables to reveal work values of the new generation employees act on working output is still rare.The study purpose of this thesis is to find some practical problems of the new generation employees in enterprise management based on survey and research of different regions and different types of enterprises, learn the research method of work values, organizational identification and work output from scholars at home and abroad, inquire about the practical issues of the new generation employees management and the corresponding inherent laws. And then make In-depth study on the interaction among work values, organizational identity, and work output in the new generation employees. In order to make the new generation employees work hard for business development, the modern enterprises should pay more attention to personality characteristics and work values of the new generation employees, to create the conditions for the new generation employees to realize their self-worth in the enterprise development, to improve their organizational identity. Therefore, in the above context, there not only has important practical value but also has important to do an in-depth study that work values of the new generation employees act on organizational identity and thus affect the outcome of the work. This dissertation uses qualitative research to develop a work values inventory of the new generation employees and clarify its structure, and uses quantitative research to explore the impact mechanism of work values of the new generation of employees on their work output, focusing on the mediated effects of organizational identification and the moderator role of emotional intelligence within them.The one hand, this dissertation has developed a work values inventory of the new generation employees. Using the building scale program of Farh, Zhong,&Organ (2004) and after a survey of the new generation employees, entries to streamlining and content validity test, based on302samples of exploratory factor analysis and307samples of confirmatory factor analysis, this dissertation has developed a work values inventory of the new generation employees, including three dimensions and a total of14questions, that is, attitudes toward, internal demand and ethics. The results show that this scale has good pattern matching. This scale not only bases on the characteristics of the local culture, ideology, and matches with the characteristics of the new generation employees. In addition, using a combination of rigorous preparation program with the "top-down" and "bottom-up", this scale ensures that the scale is a breakthrough development in the Chinese context.On the other hand, this dissertation uses quantitative research to explore the impact mechanism of work values of the new generation of employees on their work output, focusing on the mediated effects of organizational identification and the moderator role of emotional intelligence within them. In order to ensure the broad applicability of the study results, the thesis select samples of the new generation employees in different types of enterprises from China’s eastern coastal, central and western regions of three types of gradient region as a research object. On the basis of collecting and reading a lot relevant research literature about work values, organizational identity, work output and the new generation employees, this thesis constructed the research model of the interaction relationship among the work values of new generation employees, organizational identification and work output. On the basis of theoretical analysis of the basic meaning of the new generation employees, behavioral characteristics and management requirements to the new generation employees, by depth interviews to18new generation employees in different enterprises and different occupations from different regions, and data collection, collation and meta-analysis of312valid questionnaires, we get a lot of first-hand information. And take advantage of the reliability and validity analysis, correlation analysis, regression analysis and structural equation, the thesis summarized and analyzed to the data collected in field surveys.The theory contribution of this study is that:Firstly, it develops the work values inventory of the new generation employees, riching and propagating the theory of work values; Secondly, it reveals there exists mediated mechanism of organizational identity of the new generation employees between their work values and work output, integrating work values theory and organizational identity theory to some extent; thirdly, it finds that there exists moderator role of emotional intelligence within work values and organizational identity, organizational identity and job performance, deepening the emotional intelligence theory; Finally, by exploring the structure of work values and measurement scales of the new generation employees in the Chinese context, and building a effect mechanism model of work values to work output of new generation employees, it realizes the Chinese contextualized research to a certain extent. Based on the findings and conclusions, some suggestions has put forword from the nurturtion of work values, enhancing organizational identity, emotional intelligence training, employee incentive, which can provide certain references for the management of new generation employees in business organization and the self-growth of new generation employees.