Research On The Effect Of Work Value Of New Generation Knowledge Workers On Engagement

The new generation of knowledge workers boarded history stage, becoming the new force of workplace. Due to the difference of growth environment, compared with older employees, their way of thinking and values presented different characteristics, which brought great challenge to modern enterprises. Individual values decides the needs and preferences in work, and those needs and preferences will be reflected in employees’work attitude and work behaviors. The article selects the new generation of knowledge workers as the research object, analyze the dimensins of work values in Chinese situation and influences of different personal statistical variables, discuss how to improve engagement of new generation of knowledge workers from the aspect of work values. In the actual work situation, the impact of direct superiors to employees cannot be ignored, as a research focus of positive psychology, discusing authenticleadership’s influence on the new generation knowledge staff is of great significance. Therefore, this research will build a model of relationship between new generation of knowledge workers’work values, engagement and authenticleadership, explore the characteristics of new generation of knowledge workers’work values, discuss the regulating effect of authenticleadership in work values and engagement. On this foundation, this artical gives suggestions for enterprise human resources management.This paper is divided into three main parts:the first part make a review of new generation knowledge workers, work values, authenticleadership and engagement, proposing the idea of model and research hypotheses. The second part measured the current situation of new generation of knowledge workers’work values and engagement, make three demographic analysis of them. Meanwhile, we make further analysis of new generation of knowledge workers’work values, authenticleadership and engagement from various dimensions. The third part presents suggestions to improve engagement of new generation of knowledge workers.The main conclusions are as follows:First, through factor analysis of new generation knowledge workers, we draw four dimensions of work values structure, i.e., preference of work characteristics, personal growth and development, comfort and safety, status and independence. Second, different demographic variables of professional managers show different in work values. Third, the new generation of knowledge workers’work values and engagement was a significant positive correlation. Fourth, Verified the regulation function of authenticleadership.Main innovations are as follows:First, the paper focus on the relationship of new generation knowledge workers’work values and engagement, fill the gap of relationship between work values and engagement. Second, explore the regulating effect of authenticleadership in work values and engagement, broadened the research scope of authenticleadership, making the study of authenticleadership is not constrained by antecedent and consequence variables. Third, from the organizational, direct superiors and employees level, this paper give advices to promote engagement of new generation knowledge workers, make a reference for enterprises to better grasp the psychological and behavioral characteristics of the new generation knowledge workers, strengthen the positive effects of work values, and then improve employees’ engagement.