The Influence Of Achievement Motivation Of Post-95 Employees On Work Engagement: The Chain Mediating Effect Of Occupational Delayed Gratification And Job Values

After completing the building of a moderately prosperous society in 2021,China is making great strides towards realizing the goal of a modern socialist country.At the same time,employees born after 1995 are entering society one after another,becoming the main force of job hunting and employment,and will shoulder the burden of realizing China’s socialist modernization in the future.Therefore,whether they can show a positive and fulfilling mental state related to work determines the development direction of individuals and organizations,and also affects the scheduled realization of the goal of socialist modernization in Our country.Based on achievement motivation theory and job needs-resource model,426 post-1995 employees were surveyed with achievement motivation scale,job engagement Scale,career delay gratification scale and work value scale.Data were analyzed with Spss22.0 and Mplus8.3 software.This paper studies the influence mechanism of post-1995 employees’ work values and career delayed gratification on achievement motivation and job engagement.The conclusions are as follows:1.The post-1995 employees have strong achievement motivation and career delayed gratification tendency,and the overall work involvement is at a relatively high level,and the work values are at an intermediate level.2.There are no demographic differences in achievement motivation and job involvement of post-1995 employees,while there are demographic differences in work values and career delayed gratification.3.The total score of achievement motivation,job involvement,career delayed gratification,work values and the correlation between each dimension were analyzed.There was no significant correlation between achievement motivation and delayed job satisfaction,ability and growth,status and independence,pursuit of success and delayed job satisfaction,ability and growth,and job engagement and ability and growth.4.Achievement motivation of post-1995 employees has a significant positive impact on job engagement,work values and career delayed gratification.Job values have a significant positive impact on job engagement,while job delayed gratification has a significant positive impact on job engagement.5.The work values of post-1995 employees partially mediate the relationship between achievement motivation and job engagement,the career delayed gratification of post-1995 employees partially mediates the relationship between achievement motivation and job engagement,and the work values and career delayed gratification of post-1995 employees partially mediate the relationship between achievement motivation and job engagement.In other words,the achievement motivation of post-1995 employees has a direct impact on job engagement,and also has an indirect impact on achievement motivation through work values and career delayed gratification.Finally,according to the conclusion of the study,it provides reference for improving the job involvement of post-1995 employees from four aspects: setting posts according to people,enhancement of monitoring,active assistance and enriching incentive methods.