Abstract
A research model for the organizational motivation and outcome variables of the “Post-80s” is established in this article for large-sample survey. Through Exploratory Factor Analysis and Confirmatory Factor Analysis, the author has discovered that the organizational motivation of the “Post-80s” is comprised of five dimensions including career development, salary and benefits, leadership characteristics, institutional environment and colleague relationships; the perception of organizational motivation has a positive impact on job satisfaction, organizational commitment and employee engagement and a negative impact on turnover intention; and job satisfaction is the complete mediation between the perception of organizational motivation and turnover intention, while organizational commitment is the complete mediation between the perception of organizational motivation and employee engagement. In the end, countermeasures for the motivation of the “Post-80s” are put forward in this article.
Highlights
The “Post-80s” employees are employees that born after 1980
The results show that job satisfaction serves as the complete mediation between the perception of organizational motivation and turnover intention, and Hypothesis 4a has been verified
The results show that organizational commitment works as complete mediation between perception of organizational motivation and employee engagement, and Hypothesis 4b has been verified
Summary
The “Post-80s” employees are employees that born after 1980. The “Post-80s” are getting more sophisticated with the development of market economy, science, the Internet and globalization. Formal research on the “Post-80s” in the academia circle begins from 2006, and can be classified into sociological perspective and management perspective based on the discipline. The former is mainly focused on the upbringing background and personalities [3] of the “Post-80s” as well as the difference between the “Post-80s” and the previous generations, whereas the latter is more about the occupational characteristics, motivating requirements and applicable management strategies [4] of the “Post-80s”. This research sets to help enterprise managers to understand the organizational motivating requirements of the “Post-80s” employees and put forward strategic recommendations on that matter. Three questions are discussed in this article: What factors and dimensions are included in the organizational motivation to the satisfaction of the “Post-80s” employees? What influence will the perception of organizational motivation exert on the psychology and behavior of the “Post-80s” employees? What measures should be taken by enterprise managers to effectively motivate the “Post-80s” employees?
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