“一刀切”的就业政策适用于所有青年劳动者吗?千禧一代工作属性偏好的异质性

IF 3.8 4区 管理学 Q2 BUSINESS
E. Ng, A. Posch, Thomas Köllen, Nils D. Kraiczy, Norbert Thom
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引用次数: 3

摘要

有一系列研究探讨了当前这一代员工(即千禧一代)与前几代人(如婴儿潮一代和x一代)的不同之处。这类研究通常认为千禧一代是同质的,并将任何差异归结为“代际效应”。然而,对于跨越近20年的一代人来说,他们的工作价值观和态度不太可能是一致的。在美国进行的关于代际差异的研究结果也经常被推广到其他国家,忽视了国家的潜在影响。在这方面,我们采用多方法方法,使用三个样本来证明千禧一代内部存在差异,影响工作价值观,对工作/生活平衡的偏好,以及对雇主属性的吸引力。具体来说,我们关注的是年龄、性别、关系状态和国籍差异所导致的异质性。我们的研究结果表明,千禧一代并不像我们想象的那样同质,这可能会限制旨在改善整个一代员工个人和工作成果的管理政策的有效性。我们的研究表明,对我们来说,理解个体、关系和环境因素如何导致一代人的异质性是很重要的。凝胶分类m12, m14, m54
本文章由计算机程序翻译,如有差异,请以英文原文为准。
Do “one-size” employment policies fit all young workers? Heterogeneity in work attribute preferences among the Millennial generation
There has been a stream of research that explores how the present generation of workers (i.e., Millennials) may be different from previous generations (e.g., Baby Boomers and Gen Xers). This line of research often considers Millennials as homogeneous and concludes any differences to be “generational effects.” However, it is unlikely for a generation, which spans almost 20 years, to be uniformly homogeneous with respect to their work values and attitudes. Findings on generational differences conducted in the United States are also often generalized to other countries, ignoring the potential for national influences. In this regard, we apply a multi-method approach using three samples to demonstrate that there are differences within the Millennial generation that affect work values, preferences for work/life balance, and attraction to employer attributes. Specifically, we focus on the heterogeneity resulting from differences in age, gender, relationship status, and nationality. Our results suggest that Millennials are not as homogeneous as we assumed, and this can limit the effectiveness of managerial policies designed to improve individual and work outcomes for an entire generation of workers. Our study demonstrates that it is important for us to understand how individual, relational, and contextual factors may contribute to the heterogeneity within a generation. JEL CLASSIFICATION M12, M14, M54
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来源期刊
CiteScore
7.50
自引率
6.90%
发文量
14
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