Research On The Influence Mechanism Of Young Employees’ Work Characteristics On Their Advice Behavior

In the era of the vigorous development of Big Data and the acceleration of knowledge update iteration,the operation and development of enterprises always need to deal with the external environment full of competition,complexity and uncertainty.In order to maintain the competitive advantage of enterprises,it is increasingly important to effectively obtain more intellectual resources,and a complete organizational advice system is a more direct and effective way to obtain employees’ intellectual resources.In fact,as a member of the organization,employees have a more intuitive understanding of the advantages and disadvantages of the organization.The content of employees’ comments reflects the existing problems in the organization’s management and forms an effective communication and feedback mechanism with superiors.The advice behavior has many benefits for organizational change,but the acquisition of high-quality voice is not easy.The reason is that employees’ work characteristics determine their tendency to make advice behavior.In addition,giving advice may also bring risk consequences such as damaging interpersonal relationships,affecting rank promotion,and hindering stakeholders.Therefore,even if employees have high-quality ideas or suggestions,they will have a certain chance to choose to remain silent.Today,young people have generally improved their sense of autonomy,have better educational literacy and rich creativity,and young employees have become the main force in the workplace.Compared with ordinary employees,young employees have significantly improved their psychological expectations of job autonomy and career growth,that is,they prefer flexible and free working methods and pay attention to the realization of self-value.Although young employees have a strong desire to express themselves,they also have pressure-sensitive individual characteristics,and often fall into the “High Pressure Situation” of high workload and workplace involvement.Therefore,how to guide and encourage young employees to actively participate in making suggestions,make them actively express their valuable and constructive ideas,and fully use their intellectual resources to solve problems and dilemmas in enterprise practice,which is particularly important for organizational progress and sustainable development.Based on the work characteristics model,resource conservation theory,ternary interactive decision theory,positive psychology theory,ERG theory and other theories,this paper takes the young employees aged 18-35 as the research object,and uses the data samples in the “China Labor-force Dynamic Survey”,using homology square analysis,confirmatory factor analysis,correlation analysis,hierarchical regression analysis,coefficient product test,self-sampling method,and drawing adjustment effect map are used for empirical test,focusing on the mechanism of the influence of young employees’ work characteristics(work load,work autonomy,trust support)on their advice behavior,the intermediary role of psychological capital,the forward adjustment role of vocational values(living orientation,belonging orientation,growth orientation)and the backward adjustment role of working pressure.Then,according to the research conclusions,the paper gives targeted improvement measures for organizational management and work redesign.For example,the organization should moderately reduce the workload of young employees,provide organizational trust to enhance their sense of belonging,and give them a certain degree of work autonomy.The organization should reasonably adjust the work characteristics of young employees,make efforts to adapt them to vocational values,and strengthen the cultivation of growth-oriented vocational values;The organization should strive to create a low-pressure situation to enhance the accumulation and promotion of employees’ psychological capital,promote their positive advice behavior,and help the organization progress and sustainable development.