Examining the differences in the impact of different work ethics of 80s, 90s and 00s Chinese employees on their organizational commitment and organizational citizenship behavior

Abstract

As global economic integration advances, an increasing number of businesses are confronted with the conflict between economic and social benefits, as well as between the pursuit of corporate profits and the observance of ethics and morals. Using the Employee Work Ethics Questionnaire, the Organizational Commitment Questionnaire, and the Organizational Citizenship Behavior Questionnaire, this study focuses on the differences between different generations of employees' work ethics and organisational commitment and organisational citizenship behaviors. The study focuses on the enterprise management of "post-80s, post-90s, and post-00s" personnel and explores the distinctions between "post-80s," "post-90s," and "post-00s" people. The objective is to assist the "post-80s," "post-90s," and "post-00s" in adapting to corporate management with related measures. The objective is to assist the "post-80s," "post-90s," and "post-00s" in better adapting to enterprise management in order to achieve the enterprise's sustainable development. Several company personnel were chosen as responders, and the data are analyzed using Questionnaire Star and SPSS. A regression model of employee work ethics, organisational commitment, and organisational citizenship behavior was established. Generational differences were discovered in the effects of gender, years of work experience, education, and position on organisational commitment and organisational citizenship behaviors. However, in all three age groups, work ethics was strongly and positively associated with organisational commitment and organisational citizenship behaviors.