学习敏捷性对工作投入度的影响受千禧一代员工心理授权和复原力的调节

Didi Sutardi, Dewiana Novitasari
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摘要

千禧一代员工有一个特点,就是不觉得自己被工作束缚住了,这可能会对雇用他们的组织/公司产生影响。本研究旨在通过心理授权和复原力的中介作用,确定学习敏捷性对工作参与度的影响程度。本研究采用定量因果关系设计。受访者为 100 名出生于 1981 年至 1996 年的千禧一代员工。抽样采用便利抽样法。数据收集通过谷歌表格进行,并通过社交媒体 Facebook、Linkedin 和 Whatsapp 分发给工人群体。研究结果发现,学习敏捷性对千禧一代员工的工作投入度没有直接影响。心理授权和中介复原力是学习敏捷性对工作投入度的一些影响。这项研究有助于通过学习敏捷性、心理赋权和复原力等因素提高千禧一代员工的工作投入度。
本文章由计算机程序翻译,如有差异,请以英文原文为准。
The Impact of Learning Agility on Work Engagement is Mediated by Psychological Empowerment and Resilience in Millennial Workers
Millennial workers have the characteristic of not feeling tied to their work and this can have an impact on the organizations/companies that employ them. This research aims to determine the magnitude of the influence that learning agility has on work engagement through the mediation of psychological empowerment and resilience. This research uses a quantitative causality design. The respondents were 100 millennial workers born between 1981 and 1996. Sampling was carried out using convenience sampling. Data collection was carried out via Google form which was distributed to the worker community via social media Facebook, Linkedin and Whatsapp. The results of this research found that learning agility has no direct effect on work engagement of millennial workers. Psychological empowerment and mediating resilience are some of the effects of learning agility on work engagement. This research contributes to efforts to increase work engagement in millennial generation workers through factors such as learning agility, psychological empowerment and resilience.
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