Research On The Countermeasures For Improving The Job Well-being Of The New Generation Employees At The Grass-roots Level Of L Power Supply Bureauau

With the development of the market economy,the competition among enterprises is becoming more and more fierce.If enterprises want to achieve sustainable development,they must strive for more high-quality resources.Peter Drucker,the father of modern management,believes that human resources are the most important resources of enterprises,and ensuring a complete talent gradient structure and preventing brain drain is an important task for enterprises.The power industry is a knowledge-intensive,technology-intensive,high-risk industry,and has always had "high-end" requirements for the professionalism of employees.With the passage of time,the new generation of employees is gradually replacing the old employees to become the mainstay of the enterprise.They have distinct characteristics of the times,pay more attention to fairness and democracy,respect self-feeling,desire to achieve success,be good at expressing themselves,and pay attention to the balance between work and life.They value their own growth and development,and they hope to realize their self-worth from work,rather than seeing work as a means and way of making a living.Therefore,their understanding of work happiness is different from that of their predecessors.And happiness is an important factor affecting employees’ work enthusiasm and stability,If an enterprise wants to achieve high-quality development,it must proceed from humanism and improve the concept and method of human resource management,especially at present,the power industry is facing huge pressure to transform and upgrade from "smart grid" to "building a new power system",the competition environment and competition mode of power enterprises have changed significantly.If enterprises want to make a smooth transition,they must rely on the power of the new generation of employees,because the new generation of employees grows with the Internet,they understand and adapt better to the information age,and also Better control of information technology.But nowadays,many electric power companies have serious "involution" phenomenon,employees are forced to be involved in the whirlpool of ineffective competition,and the happiness experience at work is gradually decreasing."To be rotten",to treat work negatively,reduce organizational loyalty,and finally choose to leave or change jobs.With the reduction of human resource management efficiency and the loss of resources,the transformation and upgrading process of enterprises will inevitably be hindered.In order to solve this problem,according to the theory of job well-being,this paper selects L Power Supply Bureau as the object of in-depth analysis of individual cases,and uses questionnaires and open-ended interviews to analyze the factors affecting the job well-being of the new generation of grass-roots front-line employees in the company.This paper uses the principal component factor analysis method to obtain five influencing factors,namely: salary and treatment,working atmosphere,development prospects,physical health,society and family.Dimensional research and analysis can effectively explain the job well-being of the new generation employees of L Power Supply Bureau.According to the analysis and research of the existing literature,the principal component factor analysis was carried out on the data collected from the questionnaire,and the principal component factors that mainly affected the happiness of work were extracted.Based on the difference analysis of the impact of working years on job well-being,and based on the actual situation of the grass-roots front-line work in electric power enterprises,research countermeasures and suggestions to improve employees’ job well-being are put forward from the following five aspects: Enterprises need to improve the employee competition system,establish and improve the incentive mechanism;optimize employee promotion channels and clarify job development prospects;create a comfortable working atmosphere and unblock employee communication channels;care for employees’ physical and mental health,and do a good job in occupational health prevention;create a happy "home culture" and enhance employees’ organizational commitment.