Job Characteristics And Millennial Employee Well-being

A country’s development cannot leave without the youth, and the youth is the future leaders in companies today. However, the management of millennial employees has been the most difficult part in today’s enterprise management. Millennial employees are thought to be self centered, have no initiative,no respect others and no engagement. As a result, managers are also very nervous on how to manage millennial employees, as well as how to communicate effectively with them, because the behavior of millennial employees within the organization will directly affect the effectiveness of the organization, well as the relationship with other employees. Should companies motivate millennial employees or should companies empower them? How should a company transform its human resource management (HRM) to adapt to the millennials? Do job characteristics affect millennial employee well-being?In most research, it is not difficult to find that millennial employees and non-millennials have a cognitive gap in not just understanding life in general, but also in understanding the professional work environment. There is also a difference on the aspect of well-being. Millennials in particular have a lower well-being score. From an organizational behavior and HR standpoint, managers are yet to develop an innovative way to manage millennial employees. Therefore,in this research the author starts looking at millennial employee well-beingand provide management insights on how to manage them.Based on the social context model of the HRM-Organiation relationship effectiveness relationship, the organizational cultures, HRM system as well as organizational climate all contribute to the development of employee attitude and behavior. This research takes note that in order to understand millennial employee behavior,we need to understand the formation process of people’s congition as well as motives. However, we also understand that in order for a person’s motives to develop,this person will also be influenced by the surrounding environment as well as psychological needs and personal values. Therefore, in this research,the author takes the perspective of the self determintation theoryto better understand the relationship between job characteristics and millennial employee well-beingwith psychological needs as a mediatorand aspirations as a moderator.This research is based on the summary of current theoretical literatures of job characteristics, well-being,as well as the self determination theory. It proposes a model of the relationship between job characteristics and millennial employee well-being. In this model,the dissertationfirst analyzes the main effects between job characteristics and millennial employee well-being; it uses life satisfaction,eudemonic well-being, and hedonic well-being as the three main dimensions of employee well-being; thenit further analyses the mediation effect of psycholocial needs based on the self determination theory. For the moderation effect, this dissertationuses internal aspirations to moderate the relationship between psycholical needs and eudemonic well-being,as well as external aspirations to moderate the relationship between psycholical needs life satisfactionas well as hedonic well-being.In this research, the author designs questionnaires for both the supervisor and the subordinates. And through onsite questionnaire distribution, Ihave collected 700 good quality surveys back. The surveys were distributed throughout Jiangsu Province, Guangdong Province, Anhui Province and Beijing City. After conducting reliability and validity tests, the author uses hierarchical regression methods to test the hypotheses. All hypotheses were supported and the results show that:(1) Job characteristics have a positive effect on millennial employee well-being. (2)Psyhological needs have a positive effect on millennial employee well-being. (3) Psychological needs and eudemonic well-being was moderated by internal aspirations. (4) Psychological needs and life satisfaction as well as hedonic well-being were moderated by external aspirations.This dissertation provides a new starting point for the theory development of millennial employee well-being. It not only enriches the current research results of millennial employees, but also provides a new perspective for the study of employee well-being. Millennial employees are a growing group of employees, paying attention to the cultivation of the entrepreneurial spirit and the development of company culture; enhancing the awareness of personal branding for millennial employees,the millennial employee career development experience, millennial employee altruistic values;And preparing the millennial employees for future leadership roles are all new directions for millennial employee management.