工作生活质量与Y世代:性别和组织类型如何调节工作满意度

Birgit Muskat, Bernd Frederik Reitsamer
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引用次数: 22

摘要

本文的目的是研究工作生活质量(QWL)如何影响工作满意度,并测试性别和组织类型是否调节了Y世代(Gen-Y)的这种关系。设计/方法/方法从328名欧洲酒店企业的y世代员工中收集问卷数据。利用代际理论、社会角色理论和人-环境(P-E)契合理论,作者讨论了性别和组织类型(即独立与公司结构)如何调节y一代的qw -工作满意度关系。研究发现:第一,性别和组织类型影响y一代的工作满意度关系。第二,工作保障不会改变女性员工的工作满意度水平,而高水平的工作保障会对男性员工的工作满意度产生负向影响。第三,在工作中得到赞赏会增加女性和男性的工作满意度,但当在工作中得到很少的赞赏时,女性仍然更满意。第四,有机会参与决策对y一代的工作满意度有积极影响。第五,在独立的组织中,拥有发言权更为重要,而在公司制组织中,员工有机会实现自己的潜力会导致更高的工作满意度。独创性/价值本研究弥补了有限的实证学术研究,加深了对y一代qwl -工作满意度关系影响因素的理解。
本文章由计算机程序翻译,如有差异,请以英文原文为准。
Quality of Work Life and Generation Y: How Gender and Organizational Type Moderate Job Satisfaction
Purpose The purpose of this paper is to examine how quality of work life (QWL) influences job satisfaction and to test if gender and organizational type moderate this relationship for Generation Y (Gen-Y). Design/methodology/approach Questionnaire data were collected from 328 Gen-Y employees in European hospitality businesses. Drawing on generational theory, social role theory and person–environment (P–E) fit theory, the authors discuss how gender and organizational types (i.e. independent vs corporate structures) moderate Gen-Y’s QWL–job satisfaction relationship. Findings The findings of the paper are as follows: first, gender and organizational type influence the QWL–job satisfaction relationship for Gen-Y. Second, job security does not change job satisfaction levels for female employees while high levels of job security negatively influence job satisfaction for male employees. Third, receiving appreciation at work increases job satisfaction for both women and men but, when receiving little appreciation at work, women remain more satisfied. Fourth, having opportunities to contribute to decisions positively affects Gen-Y’s job satisfaction. Fifth, having the right to say is more important in independent organizations, while the opportunity to realize an employee’s own potential leads to higher job satisfaction in corporate organizations. Originality/value The study contributes to the limited empirical scholarly research, adding to a deeper understanding of influencing factors of Gen-Y’s QWL–job satisfaction relationship.
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