Study On The Effect Of New Generation Employees' Work Values On Work Performance

In the environment where the competition among enterprises gradually shifts from market competition,cost competition to human resource competition and management and technology competition,the new generation of employees has gradually become the mainstay of the labor market and a valuable resource for enterprise development.In the era of globalization and reform and opening up,in the context of the one-child family planning policy,the fierce employment competition after the expansion of higher education,and social classes tend to solidify,the new generation of work values Business managers raise new challenges.Management practices have found that employees may be attracted by factors such as corporate culture,industry status,remuneration,etc.,but they may decide to leave due to reasons such as differences in managerial values or improper managerial management.In the area of organizational behavior and human resource management,what are the characteristics of the work values of the new generation of employees? How will work values affect work performance? These are the questions that this article needs to research and answer.Domestic and foreign scholars have carried out a lot of research on work values,leadermember exchanges,and job performance.However,there are relatively few researches on person-supervisor matching,and the study of people-supervisor matching and leader-member exchange as intermediary variables has been conducted.More is still rare.Based on this,this study first analyzes the concept definition,dimensions,measurement methods,antecedent variables and outcome variables of various variables through combing literature,and summarizes the literature points of the relationship between variables that are closely related to this study.Then based on man-environment matching related theory,social exchange theory and AMO work performance influencing factor model,the author constructed work value as antecedent variable,person-supervisor match and leader-member exchange as mediators,and work performance as result variable structural equation model.The corresponding research hypothesis was put forward.Finally,a questionnaire survey was conducted on the new generation of employees and their supervisors,and a series of empirical studies such as descriptive statistical analysis,variance analysis,reliability test,validity test,and structural equation model analysis were performed using statistical analysis software such as Mplus and SPSS.This testifies the validity of the research hypothesis,and discriminates the path of influence among various variables,explaining its internal mechanism.The innovation of this research is reflected in the following aspects:(1)A chain mediation model that serves as part of the mediation is verified.This study constructed a multi-intermediary model of the relationship between the work value of new generation employees,people-supervisor matching,and leadership-member exchange and work performance.Creativity was introduced into person-supervisor matching,and leadermember exchange was used to exchange two mediator variables.After matching the matching indicators of each competitive model,the optimal model was selected and verified that the person-supervisor matching and leadership-member exchange were performed in the new generation employees.The influence of work values on work performance plays a part in a chained mediating role,and in-depth analysis of which dimensions of work values have an impact on work performance and what impacts they have,extends the influence mechanism of work values on work performance.(2)Enriches the empirical research of person-supervisor matching.This study enriches the study of the variable relationship of human-supervisor matching.Summarizing relevant literature in China,there are relatively few researches on person-supervisor matching,and the use of person-supervisor matching as a mediator variable reveals that the research results on the influence of the work value of new generation employees on work performance are still rare,adding a person-supervisor matching.Research results of variables.(3)Deepen the study of the “post 90s” work values.Nearly half of the research objects in this study are "post-90s" groups.This article has in-depth explored the characteristics of China's "post-90s" work values,compared them with the "post-1980s",and further adopted five years as a stage.The "post-80s" and "post-90s" are divided into two sub-groups,and a comparative analysis of differences in work values in the four age groups was conducted.The number of articles systematically researching the "post-90s" work values in China is relatively small.This study has contributed to the related research of this group.The conclusions of this study are divided into two parts,one part is the analysis of the work value characteristics of the new generation employees,and the other part is the empirical results of research on the effect of work values on work performance,as follows:(1)Work Values of New Generation Employees Descriptive statistics and analysis of variance Conclusions: From the perspective of the first dimension of work values,the new generation attaches the utmost importance to the external environment,followed by safety,and the intrinsic value comes last.There are significant differences in the value of the intrinsic value of the Cenozoic with different professional titles and different working years.There is a significant difference in the degree of emphasis on the external environment of the new generation with different genders and education.From the second dimension analysis of work values,the top four are colleague relations,economic rewards,sense of accomplishment,and supervisory relations.The bottom four are management,diversity,aesthetics,and independence,which fully reflect the new students.On behalf of the staff,the relationship between work and colleagues,work income,self-fulfillment,and executive leadership are most valued.In addition to the two dimensions of economic reward and security,the new generation subgroup has significant differences under different demographic variables in the other two dimensions.(2)The influence of work values on work performance Study conclusion: Overall,personsupervisor matching and leader-member exchange play a partial chained intermediary role in the process of work values affecting work performance.Specifically,the intrinsic value of work values will affect the associated performance through person-supervisor matching and leadermember exchange,but the chained agent does not have an impact on task performance;the intrinsic value will also be individually matched by the person-supervisor matching task.Both performance and associated performance have a positive effect;intrinsic value will also affect the performance of the association through leadership-member exchange alone.The external environment of work values only has influence on the performance of the association through leadership-member exchange.The security of work values has a significant negative impact on person-supervisor matching and leader-member exchanges.Security affects partner performance negatively through person-supervisor matching and leader-member exchange.Matching negatively affects people's performance and associated performance;safety alone negatively influences linked performance through leader-member exchanges.The theoretical significance of this research is to improve the theoretical system of work values;to introduce a person-supervisor matching mediator variable,to make up for the lack of human-supervisor matching research in domestic home regions;to further enrich the research on the influence path of leader-member exchange;The model further complements the research on the working mechanism of work values on work performance.The practical significance lies in understanding the work values of the new generation of employees and their impact on work performance.On the one hand,it helps to improve the self-recognition of the new generation of employees,help to establish a favorable individual career development plan,and on the other hand,it is conducive to the implementation of management changes.With innovation,formulate management strategies to improve the performance of new generation employees.