A Study On The Structure, Measurement Of New Generation Employees’ Work Values And Its Impact On Job Performance

In the21st century, Chinese labor market has changed quietly. The employees of new generation have entered the peak period of employment, and gradually become the main force of labor market. In the time of organizational sustainable and competitive management system built on values-based management system, how to manage effectively the new generation by their work values is the key and focus problem of new generation management, also is the focus of researchers and managers’attentions, but also is the inevitable choice to improve organizational focus competition in the new era.However, what are the structural factors and connotation characteristic of Chinese work values of new generation employees? What are the differences with the older generation’s work values? What are the differences with the western employees’work values? How to measure the new generation’s work values accurately and credibly? On the basis, how to fully explore the influence and path of new generation work values, intrinsic motivation on employees’performance at the individual level, and deeply analyze which cultural connotation can be better to match new generation’s intrinsic values preference, thus contributing to the employees to achieve higher performance goals? Those problems should be the meaning for exploring new generation relative issues, also be the most important proposition in the study. Looking at the present researches on the new generation employees’ work values theories, on the whole are not mature, and most of them are still in descriptive or "Question-Measure" preliminary stage, but lack of being under the organization cultural perspective, the research clarifies systematically the mechanism of influence of new generation’s work values, intrinsic motivation on job performance.In order to fill above theories’gaps, and prove the full theory perspective of new generation’s management based on work values, this paper carried out a qualitative and quantitative study, separately exploring scientifically for each proposition. These include:(1) The study of structural factor and substance of work values of new generation, that conducted two qualitative researches for the network comments and open-ended questionnaire by the grounded theory and content analysis method separately, aimed to build and analyze the structural factor, connotation characteristic of new generation’s work values, and to obtain the preliminary questionnaire of new generation’s work values, and to comparatively analyze the two structural factors models from the two researches, Chinese and western, and Chinese new and older generations’work values fully and deeply.(2) The study of exploration of work values scale of new generation and verification of reliability and validity, that used the questionnaire investigation method, to carry on two quantitative researches for large and moderate sample data from different industries and regions respectively, and to explore the good reliability and validity of new generation’s work values scale to provide the reliable measurable tool for launching the empirical research of new generation’s work values.(3) The study of mechanism of work values of new generation impacted on job performance, that carried on the empirical research by using multivariate longitudinal design, to analyze the influence’s mechanism of new generation’s work values, intrinsic motivation on job performance based on moderating effect of organizational culture, and to clarify the influence’s path of new generation’s work values on job performance at the individual and organizational level. Conclusion of the study showed that.Firstly, the structural model1of work values of new generation, which including the four factors of Self emotional, Physical Environment, Innovative Features, Relationships. The structural model2which including five factors of Utilitarian-oriented, Intrinsic Preferences, Interpersonal Harmony, Innovation-Oriented, Long-term Development, and obtained the initial scale of work values of new generation which including26items. The two structural factor’s models have highly the similarity of category and the total of connotation, and there are some similarity and difference between Chinese and western work values, and big difference between new and older generations’work values.Secondly, the study made the exploratory factor analysis on the initial scale of work values of new generation, and obtained the20items’amendment scale of work values of new generation, which showed good reliability coefficient, and then used confirmatory factor analysis, structural equation modeling, correlation analysis and multiple regression analysis to verify respectively the structural validity, discriminant validity, and predictive validity of the amendment scale. The test results showed that, the work values of new generation has the five second-order factor structure, and its amended scale has the good measuring their validity index.Thirdly, the study used multiple longitudinal paired designs. Its verified data showed that the work values of new generation impacted directly on the in-role and extra-role performance, and the intrinsic motivation had the mediation’s effect for the influence path of work values of new generation on the in-role and extra-role performance at the personal level. Meanwhile, the organizational culture of competition-oriented and humanism had respectively the moderated effect for the influence of work values of new generation on the in-role and extra-role performance.This theoretical significance of study include mainly that, enriching the structural theory of new generation’s work values which having the situational characteristic, and the influence mechanism of personal work values on job output in the field of organizational behavior, and the motivation theory of personal level and the culture theory of organizational level. Meanwhile, the practical significance include mainly that, providing the accurate and reliable measure tool for the empirical research of work values field, and specifying the path of management which based on work values, thus improving the performance level of new generation employee.