Research On The Influence Of Personality Traits Of New Generation Employees On Job Engagement

During the "14th Five-Year Plan" period,the aging process in China has shifted from mild to moderate stage,and the country’s social development is increasingly dependent on the young and middle-aged.As a fresh force in organizations,the new generation of post-1995 employees play an important role in promoting the development of organizations and society.The new generation of employees born after 1995 grew up in the era of highly developed information.The characteristics of The Times give them different personality characteristics from the older generation.They have ideas,vitality and creativity,pursue selfvalue realization,and emphasize the balance between work,life and leisure.However,at present,domestic researches focus more on the characteristics and management strategies of the new generation of employees,but lack of research on the personality traits and work involvement of the new generation of post-1995 employees.At the same time,based on the personality characteristics of the new generation of post-1995 employees,they emphasize the balance between work field and leisure field,which will break the academic circle’s focus on work-family balance and turn its attention to work-leisure conflict.Foreign research on work-leisure conflict has started,but domestic research on this field is relatively lacking.Based on the social exchange theory,when employees invest time and energy into an organization,the organization should give corresponding organizational support.The sense of organizational support has become an external factor affecting the job involvement of the new generation of post-1995 employees.Therefore,this paper takes the new generation of post-1995 employees as the research object,attempts to analyze the influence of different personality traits of the new generation of post-1995 employees on job engagement,and incorporates work-leisure conflict and sense of organizational support into the model to study the mechanism of their influence on personality traits and job engagement.On this basis,this paper further discusses the different effects of different personality traits of new generation employees in public and private sectors on job engagement,and analyzes the reasons for the differences.Through the above research,this paper aims to put forward countermeasures and suggestions on the work involvement of the new generation of post-1995 employees from three aspects: government,organization and individual.Based on the theories of personality traits,role conflict and social exchange,this paper constructs a model with the big five personality traits of the new generation of post-1995 employees as the independent variable,work-leisure conflict as the mediating variable,job engagement as the dependent variable,and perceived organizational support as the moderating variable,and collects 248 questionnaires through online and offline surveys.SPSS and its Process plug-in were used to verify data and hypotheses.The empirical results showed that:(1)Openness,agreeableness,extraversion and conscientiousness were positively correlated with job engagement.(2)Neurotic personality traits were negatively correlated with job engagement.(3)Work-leisure conflict plays a mediating role in the relationship between openness,agreeableness,extraversion,conscientiousness and job engagement.(4)Perceived organizational support moderated the relationship between openness,agreeableness,neuroticism and job engagement.In addition,through the comparative study of the new generation of post-1995 employees in the public and private sectors,it is found that the influence of openness and extroversion personality traits on job engagement is more obvious in the private sector,while the influence of conscientiousness and agreeableness personality traits on job engagement is more obvious in the public sector.When the new generation of employees face serious work-leisure conflict,the reduction degree of work involvement in the private sector is greater than that in the public sector.According to the above research results,this paper provides countermeasures and suggestions for improving the work involvement of the new generation of post-1995 employees from three aspects: First,at the government level,reform the work welfare system,strengthen industry supervision,and guide the society to change its attitude towards the new generation of employees;The second is the organizational level,the establishment of personality evaluation mechanism,the establishment of flexible work system,the diversification of incentives;The third is the personal level,pay attention to work input,reasonable choice of organization type and position,reasonable allocation of work and leisure time.To sum up,it is necessary to jointly promote the work involvement of the new generation of post-1995 employees from various aspects,and strengthen the emphasis on their personality traits,so that the new generation of post-1995 employees can become the backbone force to promote social development.