A Research On Job Well-being And Job Performance Of The New Generation Of Employees In Bank A

In recent years,the new generation of employees have entered the workplace in large numbers as a backbone of the enterprise.However,the management of the new generation of employees has been the most difficult part in modern human resource management.The new generation of employees are thought to be quite different from the senior employees in terms of personality characteristics and work concepts.As a result,managers are also very downhearted that the implementation of the uniform management strategies by senior and new generation employees will inevitably bring a serious of problems.Current research believes that the well-being level of the new generation of employees is essential to their work behaviors,which directly affects their behavior in the organization.In addition,the competition of commercial banks has become increasingly fierce in recent years due to the impact of external environment such as mobile Internet finance and macroeconomic situation.The main cause of the increased working pressure and the decreased job well-being on bank employees are involved in the increased bank products,complicated assessment indicators,stringent internal assessments,and overloaded work intensity etc.The decreased well-being levels of bank employees will directly affect their service quality and work efficiency.Based on the above considerations,what are the major problems with the well-being of the new generation of employees in the banking industry?How can we improve the well-being of the new generation of employees?What is the relationship between the happiness of new generation employees and their job performance?These are all problems that need to be solved urgently.Based on the AMO model,this research systematically explored the relationship of the new generation employee's well-being and their job performance.23 8 new generation employees from A bank,in this study,were taken as research objects,and quantitative analysis methods were used to verify hypotheses.The results show that:(1)Working hours in the company,health status and relationship with family have a significant impact on employee well-being,whereas gender,age,marital status,education,and position have not;(2)The employee well-being has a positive effect on job performance;(3)The employee well-being has a positive effect on job performance task performance;(4)The employee well-being has a positive effect on contextual performance.Furthermore,this study also selected the NC branch of Bank A as a case study object,and randomly selected 16 new generation employees of the bank for qualitative interviews.According to the content of the interview,the overall well-being of the new-generation employees of the bank is at a low level.Meanwhile,six types of reasons that affect the employee well-being are mainly extracted,including(1)salary satisfaction and welfare level;(2)overtime and vacation execution;(3)working atmosphere;(4)opportunities for learning and self-improvement;(5)career development channels;(6)communication satisfaction and internal management process.New generation of employees have been considered as an important powerful in modern enterprise.Enterprise managers should be highly concerned about the attitudes and behavior of new generation of employees.The conclusion of this dissertation confirmed the role of employee well-being in job performance.It not only provides theoretical guidance for managers to improve the happiness of new generation employees,but also provides some strategic significance to improve their work performance.In addition,the study explores the specific factors affecting the well-being of employees by a depth qualitative interview,which helps bank managers to find the existing defects of current management system,further improve managerial strategy.The more targeted managerial mechanism of the new generation of employees is of great practical significance to the human resource management of bank.