發(fā)布時(shí)間：2018-05-17 17:08

  本文選題：新生代員工 + 大五人格��； 參考：《上海交通大學(xué)》2014年碩士論文

【摘要】：現(xiàn)今世界,知識(shí)經(jīng)濟(jì)蒸蒸日上，科技進(jìn)步如日方升，人材成為各企業(yè)在劇烈市場(chǎng)競(jìng)爭(zhēng)中取得主動(dòng)的首要籌碼。隨著1980年后出生的新生代群體作為如今職場(chǎng)的主力軍進(jìn)入各行各業(yè)，新生代員工已成為企業(yè)最重要的人力資源。如何對(duì)他們進(jìn)行管理以及促進(jìn)他們自身在工作中起作用等的研究也逐漸趨熱，本文的選題契合了中國(guó)如今的時(shí)代需求和特點(diǎn)。 現(xiàn)今對(duì)員工人格和工作績(jī)效之間關(guān)系的研究還不夠深入。在文獻(xiàn)資料研究的基礎(chǔ)上，本文系統(tǒng)介紹了國(guó)內(nèi)近年來(lái)對(duì)于新生代員工成長(zhǎng)環(huán)境、個(gè)性?xún)r(jià)值觀的研究結(jié)果，此后實(shí)證研究了大五人格、主動(dòng)社會(huì)化行為與工作績(jī)效、自我效能感變量之間的關(guān)系。考慮到員工組織社會(huì)化行為在新員工中更利于觀察，本研究的對(duì)象主要選取的是企業(yè)工作年限為三年以?xún)?nèi)的新生代員工，，調(diào)查的問(wèn)卷則有《員工問(wèn)卷》和《領(lǐng)導(dǎo)問(wèn)卷》，前者主要是調(diào)查員工的大五人格特征、主動(dòng)社會(huì)化行為以及自我效能感，后者主要是所調(diào)查的員工上級(jí)對(duì)其工作績(jī)效進(jìn)行評(píng)估，該方式避免了同源數(shù)據(jù)對(duì)研究結(jié)果的影響。 研究發(fā)現(xiàn)，新生代員工的大五人格特征各維度與工作績(jī)效具有顯著相關(guān)，而主動(dòng)社會(huì)化行為則起中介或部分中介作用，自我效能感在新生代員工大五人格與主動(dòng)社會(huì)化行為之間起部分調(diào)節(jié)作用。此外，人口統(tǒng)計(jì)學(xué)各因素與工作績(jī)效在本研究中無(wú)顯著相關(guān)，學(xué)歷與自我效能感和盡責(zé)性、企業(yè)工作年限與情緒穩(wěn)定性和外傾性之間均有顯著相關(guān)。
[Abstract]:Nowadays, knowledge economy is booming, science and technology progress is rising, talent has become the most important bargaining chip for enterprises to gain initiative in the fierce market competition. With the birth of the new generation after 1980 as the main force in the workplace, the new generation of employees has become the most important human resources. The research on how to manage them and promote their own role in the work is becoming more and more popular. The topic of this paper is in line with the needs and characteristics of the times in China. Nowadays, the research on the relationship between employee personality and job performance is not deep enough. On the basis of literature research, this paper systematically introduces the research results of the growth environment and personality values of the new generation of employees in China in recent years, and then empirically studies the Big five personality, active socialization behavior and job performance. The relationship between self-efficacy variables. Considering that the organizational socialization behavior of employees is more convenient to observe among new employees, the object of this study is the new generation of employees whose working life is less than three years. Employee questionnaire and leadership questionnaire, the former mainly investigated the employee's big five personality characteristics, active socialization behavior and self-efficacy, the latter was mainly assessed by the employee's superiors to evaluate their work performance. This approach avoids the influence of homologous data on the results of the study. It is found that the dimensions of the big five personality traits of the new generation employees are significantly related to their job performance, while the active socialization behavior plays an intermediary or part intermediary role. Self-efficacy plays a role in regulating the five-year personality and active social behavior of new generation employees. In addition, there was no significant correlation between demographic factors and job performance in this study, but there was a significant correlation between academic background and self-efficacy and due diligence, and between working years and emotional stability and extraversion.
【學(xué)位授予單位】：上海交通大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2014
【分類(lèi)號(hào)】：B844

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