Research On Work Values-Job Supplies Fit Of New Generation Construction Project Management Professionals

The new generation has become the main force and backbone of China's construction project management team.This cohort is the critical support for the sustainable development of the construction industry.The changes and development of economy and society lead to the change of work values of the new generation employees.Due to the characteristics of the construction industry,such as the mobility of work sites,tight construction period,high time cost for career promotion and low salary level,the misfit between the work value preference and job supply of the new generation construction project management professionals(CPMPs)is prominent.This leads to their reduced enthusiasm and willingness for the profession,resulting in high turnover rate and in turn the outflow of talents in the construction industry.At present,there is a lack of systematic research to analyze the work value preferences and supplies-values fit(S-V fit)of the new generation CPMPs in China,as well as the mechanism and the associations of S-V fit on occupational status variables,including work engagement,job performance and occupational affective commitment.Based on the framework of person-environment fit theory,the "distribution law-mechanism-association relation" analytical paradigm of S-V fit was constructed.Based on literature analysis and questionnaire survey,the work values scale was developed for Chinses new generation CPMPs and the factor structure of work values was identified.A large-scale questionnaire survey(995 valid samples)was carried out.By conducting statistical analysis,the current situation and distribution law of work value preferences and S-V fit degree of the new generation CPMPs were revealed.By polynomial regression and response surface analysis,this paper reveals the form and intensity of the S-V fit effects on occupational state variables.The associations between important job supply aspects and job performance were identified by association rule analysis.Based on the interview survey in14 construction companies,the results of the research based on questionnaire were validated to a certain extent by subjective and objective comparison as well as the comparison across companies.Suggestions were further put forward for improving human resource management practices.Conclusions include: 1)Factor analysis and mean comparison indicate the work values of the new generation CPMPs include five types,which are work-team-related,cognitive,instrumental,altruistic/influential,‘good time',ranked in a descending order in terms of preferences;2)Statistical analysis show the good S-V fit relevant to workteam-related and altruistic/influential types while the significant deficient supply related to cognitive,instrumental and ‘good time' types.The differences of work value preferences and the degree of S-V fit were found significant across subgroups of different gender,generation,growth environment,work rank and project type.3)Polynomial regression and response surface analysis show that instrumental,work-team-related,‘good time',altruistic/influential S-V fit have different effects on task performance,interpersonal performance and occupational affective commitment,respectively.4)Association rule analysis shows that high level supply of continuous learning opportunities,supportive supervisor,feedback,comfort of working environment,and organizational justice is related to high level of task performance and interpersonal performance.5)Based on the comparative analysis of case enterprises,the rationality of distribution law,action mechanism and association relation were verified to a certain extent.Overall,this research gained deep insights into the work value preferences of the Chinese new generation CPMPs as well as the status quo of job supply of construction project management,revealed the mechanism of S-V fit and the associations between job performance and important job supply aspects.This research enriches the theoretical achievements in the occupational psychology and organizational behavior theory,promotes the formation of value-based human resource management system and provides scientific recommendations to boost work enthusiasm of the new generation CPMPs.