Research On The Relationship Between Person-organization Value Fit And New Generation Employees Engagement

With the growth of the new generation of employees,a new generation of students with higher education has been pouring into the labor market,which is gradually becoming the key factor to promote the progress of enterprises.So far,the new generation of employees are distributed in all walks of life,and the proportion of them in the enterprise is rising.And some excellent new generation employees have become an important force for enterprises to improve their work performance and develop continuously.According to the theory of intergenerational differences,the new generation of employees have different growth background from their parents,reform and opening up,information explosion,network popularization,conflict of values between China and the West,and so on.Therefore,they have different group characteristics and values from their parents.As a result,the new generation of employees show the characteristics of weak team consciousness,frequent job-hopping behavior and low organizational loyalty.These behaviors are beneficial to the improvement of the overall employee treatment and personnel mobility in the industry,but from the organizational point of view,the new generation of employees'engagement is not high.Therefore,it is very important to study the antecedent variables that affect the engagement of the new generation of employees.At the same time,the relationship between Personal-Organizational value matching and professional engagement of new generation employees with group characteristics different from their parents is also close to reality under this background,which has certain practical significance.Based on the theory of human-environment matching and the four-element model,this study proposes a theoretical model including the matching of Personal-Organizational values,role pressure,engagement,coping style and other factors,and carries out empirical tests.From the perspective of the new generation of employees,this study explores the relationship between Personal-Organizational value matching,role stress and employee engagement,which provides an analytical starting point for the study of the relationship between the three.Through questionnaires,empirical research and other research methods,it is found that Personal-Organizational value matching affects employee engagement,and elaborates the moderating role of coping styles in it,and gives appropriate practical countermeasures and suggestions on the basis of elaborating the research conclusions.This study collects real data through online and offline questionnaires.The respondents cover staff in various industries.A total of 286 questionnaires were distributed,and 259 valid questionnaires were finally obtained.On this basis,statistical software SPSS and Smart PLS are used to analyze data,regression analysis and verify research hypothesis.The results show that:(1)there is a direct positive relationship between Personal-Organizational value matching and employee engagement of the new generation;(2)role stress three-dimensional plays a mediating role between Personal-Organizational value matching and employee engagement;(3)The moderating effect of positive and negative coping on role stress and employee engagement is not significant.