Study on the Influence of Non-cognitive Competence on Job Satisfaction of Post-90s Employees in China

Jia Yao

doi:10.11648/j.ijebo.20210901.11

Abstract

The post-90s have become the main force of the employees. Their job satisfaction is not only related to their own career development, but also to the future development of enterprises. The objective of this paper is to analyze how non cognitive competence affects job satisfaction of young employees. Based on the Big Five Model, with statistical analysis method, econometric regression analysis method, this study used the China family panel survey data (CFPS) to investigate the impact of post-90s non-cognitive competence on job satisfaction. The results show that non-cognitive competence has a steady and significant impact on post-90s job satisfaction. Neuroticism has a significant negative effect on post-90s employees' job satisfaction. Agreeableness, responsibility and extraversion have a significant positive effect on post-90s job satisfaction. The gender-based analysis shows that neuroticism has the greatest impact on female employees' job satisfaction, and agreeableness has the greatest impact on male employees, which is related to the psychological characteristics of men and women and the main content of work. This study reveals the important value of non-cognitive competence in improving post-90s employee job satisfaction. In the future, schools and organizations should pay attention not only to the cultivation of students' and employees' cognitive competence such as mathematics, language and professional technology, but also more attention to the cultivation of their non-cognitive competence such as emotions and personalities.

Highlights

A stable and reliable workforce is the cornerstone for the sustainable development of enterprises
Previous statistical descriptive analysis reveals that post-90s male and female employees are different in individual characteristics, non-cognitive competence in various dimensions and job satisfaction, so further regression analysis of post-90s male and female employees is of great significance to explore the effect of non-cognitive competence on individual work ability and gender impact differences
Compared with the post-70s and post-80s, the post-90s have more diversified values and working incentives. They have good cognitive competence as they generally completed nine-year compulsory education. Since their average income is at or above the middle level of social income, besides basic survival and security needs in terms of income, they have higher demand for what their work can bring them like respect from others, social contact and even self-actualization needs, so analyzing the factors influencing job satisfaction of post-90s employees is important for the development of both employees and enterprises

Summary

Introduction

A stable and reliable workforce is the cornerstone for the sustainable development of enterprises. The feeling of being wronged is more about a response of individual non-cognitive competence or psychological characteristics and plays an increasingly important role in job satisfaction and turnover rate of employees, which attracts the attention from the academic and practical circles. Jia Yao: Study on the Influence of Non-cognitive Competence on Job Satisfaction of Post-90s Employees in China workforce. A large number of modern enterprise managers believe that the stable and reliable personality traits of employees are more important than their production skills, and that non-cognitive competence have a more significant influence on the performance of employees. The influence of non-cognitive competence on job satisfaction of post-90s employees and its mechanism were empirically explored and analyzed based on large sample survey data under the framework of human capital theory, which has important academic and practical significance. The second part of this paper relates to the literature review of research on post-90s employee characteristics and non-cognitive competence; the third part introduces the data and variables used and model selected; the fourth is empirical analysis, including the statistical analysis of main variables, and the regression analysis, with endogenetic problems treatment; the final part is conclusion

Literature Review

Descriptive Statistical Analysis

OLS Regression Analysis

Gender Difference Analysis

Dealing with Endogenous Problems

Findings

Conclusion