An Empirical Study On Moderating Effects Of Generational Differences On Relationship Of Work Values And Engagement

Since the reform and opening up, Chinese enterprise employment environment has undergone major changes in a vibrant socialist market economic system. Accompanied by post-90 s college students began to formally ent er the society after graduation in the 2013, the post 80 s and 90 s employees will become the main force to promote enterprise development. Because growth environment of old employees is different with young employees, so they have different value and there are also some differences in their attitude and method towards work. In recent years, a number of landmark events in China was occurred in the field of human resources of an enterprise, that make enterprises start to concern personalized needs of employees and realize the signif icance of differences in the management way for old and young employees, while the domestic scholars also began to explore the influence of generational differences in employee on enterpris e management mode and the countermeasures to solve the problem. At present, work value has become a hot topic in academic circles, but the researches of work values and engagement are less, and research on the impact of intergeneration in the relat ionship between the two factors is even more rare. Through the summary analysis of domestic and foreign reviews, this thesis set up a model about the inf luencing relat ionship among generat ional differences, work values and engagement By the research of questionnaire for some enterprises, the thesis explores the influencing relat ionship among the three var iables and f inds that different individual statistical characteristics have certain inf luence on the two variables; there are signif icant correlations among employee’s work values and engagement through correlation analys is; employee’s work values can influence on their work values, and generational differences has regulating effect to some extent. This leads to the following conclusion.Firstly, except for gender, the only child, highest degree, job posit ions and working times has different effects on work values and engagement.Secondly, compared with post 90 s employees, the post 80 s employees give more attent ion to self growth, self realizat ion and dignity, social interaction. And post 70 s employees give more attention to self growth, self realization and dignity, organization security and economic orientation.Thirdly, five dimensions of work values, including self growth, self realizat ion and dignity, social interaction, organization security and economic orientation, freedom from anxiety and leisure traffic, have the significant positive influence on engagement.Fourthly, compared with post 90 s employees, social interaction of the post 80 s employees has more signif icant positive inf luence on engagement. Compared with post 80 s employees, organization security and economic orientation of post 70 s and 90 s employees has more significant positive influence on engagement. Compared with post 70 s employees, freedom from anxiety and leisure traffic of the post 90 s employees has more significant positive influence on engagement.This study hopes to analyze these relat ionships, to fruitful theoretical content and research of work values and engagement, and provide some suggestions and references for innovation management tools of each social organization.