New Generation Of Employees Research Articles

Application of container terminal virtual reality in student education

The continuous emergence of digital technologies and the strong trend of digitization in numerous segments of human activity imposes the need to devote additional attention to better adaptation of the educational process. The special focus is on improving competencies of the new generation of employees through the modernization of educational methods. This article contributes to the wider debate of bigger involvement of virtual reality (VR) as modern pedagogical tool in student engineering education. VR as computer-generated environment allows its users better understanding of real or imaginary scenarios, processes and interaction like one in real conditions. Numerous research on the application of VR for educational purposes is devoted mainly to the detection of the final effects on the mental or physical performance of the examinee. However, insufficient attention is paid to the basic precondition for the successful application of VR technology in teaching, namely the way of its use and the credibility of the replicated content. Therefore, the article explains in more detail the process of creating realistic VR models for managing container terminal equipment designed using equipment technical data provided by Adriatic Gate Container Terminal in Rijeka, the strategically most important and largest seaport in the Republic of Croatia. In the end, potential directions of future research with the developed VR model among different interest groups and interviewees are listed.

Türkiye’de Sendika Algısının Kuşaklar Üzerinden Ölçülmesi

The foundations of unionization are known to have been laid down by blue-collar workers. However, with the inclusion of technology in work life these days in particular, things have not progressed as expected for unions. Blue-collar workers have typical characteristics, and when evaluated generationally, saying that blue-collar workers represent Generation X would not be wrong. With regard to work life, on the other hand, different generations are seen to have taken over the jobs that are considered to be for the new generation. When looking at Generation X, the unions that have known how to organize workers are have certain problems getting the new generation of employees to unite under the umbrella of an organization. This study aims to measure the perceptions toward unions of workers who are actively employed in the labor market in order to measure these perceptions in terms of generations so that unions can create their own strategies in the face of the changing perceptions arising from generational differences, with the aim being to fill the gap in the literature in this regard. For this purpose, the study uses quantitative analysis methods and analyzes the obtained data using the package program SPSS 22.00 in order to perform explanatory factor analysis, reliability analysis, the independent samples t-test, and one-way analysis of variance (ANOVA) in accordance with the hypotheses. Using the data obtained from 248 participants, the research has reveals the perceptions toward unions of employees from different generations to vary.

Emotional Regulation Self-Efficacy Influences Moral Decision Making: A Non-Cooperative Game Study of the New Generation of Employees.

Scholars generally believe that personality characteristics and psychological factors influence individual moral decision-making. However, few have ever discussed specific psychological factors and characteristics having such influences. Based on the self-efficacy theory and the social identity theory, this paper has proposed, from the perspective of social cognition, that emotional regulation self-efficacy influences the moral decision-making of the new generation of employees and that the mediating effect of interpersonal trust and the regulating effect of communication also play a role in the decision-making process. This study has designed a “red-blue experiment” based on the complete static information model in the non-cooperative game theory so as to conduct an experimental and qualitative analysis for the new generation of employees and to explore the characteristics of psychological process, self-efficacy, and moral decision-making of the experimental population. Through analysis of the 138 data sources collected from the experiment, the results showed that emotional self-efficacy had a significant positive effect on moral decision-making (p < 0.01), emotional self-efficacy had a significant positive effect on interpersonal trust (r = 0.560, p < 0.01), and interpersonal trust had a significant positive effect on moral decision-making (r = 0.290, p < 0.01). The mediating effect was 0.163. The interaction terms of emotional regulation self-efficacy and communication effect had a significant negative effect on interpersonal trust (r = −0.221, p < 0.01). All the hypotheses proposed in this study are supported by experimental data and reveal the psychological mechanism of moral decision-making in the new generation of employees. The study has further shown that the moral education of the new generation of employees needs to focus on improving emotional regulation self-efficacy and enhancing interpersonal trust, which provides theoretical support for the moral education methods and paths of the new generation of employees.

Career Adaptability as a Strategy to Improve Sustainable Employment: A Proactive Personality Perspective

Reaching full employment and reducing the unemployment rate is one of the 17 sustainable development goals (SDGs) issued by the United Nations to face COVID-19 and the complex global economic situation. Although governments, society, and organizations have made efforts towards SDGs, how employees exert their subjective initiative and enhance their career adaptability is fundamental to solve the employment issue. How to enhance employees’ career adaptability to strengthen their psychological ability to face career changes is the guarantee of sustainable employment. In the light of the main force role and the unique characteristics of the new generation of employees in the workplace, this study aims to explore the relation between a proactive personality and career adaptability. According to the career construction theory, this study constructed a moderated mediation model to test the effect of a proactive personality on career adaptability through career identity and thriving at work, and the moderating role of task interdependence. Surveying 285 new-generation employees in China, this research found that a proactive personality had a significant positive impact on career adaptability, and that career identity and thriving at work mediate the relation. Task interdependence moderated this relation. Our findings extend the research of career construction theory on individual factors and contextual factors, and offer insights into enhancing the sustainability of human resource management and supporting sustainable economic development.

How does perceived respect affect innovative behavior? The role of thriving at work and spiritual leadership.

Many enterprises use innovation to deal with the rapidly changing business environment and gain market competitiveness. How to internally motivate employees, especially the new generation of employees (e.g., employees born after 1980), to take initiative to innovate is receiving great interest from both academic and practical perspectives. Based on the broaden-and-build theory, this study presents a moderated mediation model of the impact of perceived respect on innovative behavior. SPSS and Mplus were used to analyze the data from 506 leader–employee pairs. The results show that perceived respect had a significant positive influence on innovative behavior through the effect of thriving at work, and the moderating effect of spiritual leadership was significant. When the effect of spiritual leadership was strong, the effect of perceived respect on innovative behavior through the effect of thriving at work was enhanced. This study reveals the dynamic mechanisms of improving employees’ innovative behavior, providing theoretical and practical ideas for promoting enterprises’ sustainable and innovative development.

Psychological contract breach and job performance of new generation of employees: Considering the mediating effect of job burnout and the moderating effect of past breach experience.

With the intensification of COVID-19 epidemic, it becomes prominent to discuss the issue about the influence of psychological contract breach on job performance of new generation of employees. Based on social exchange theory, fairness theory, and conservation of resource theory, this study constructed a relationship model between psychological contract breach and job performance of new generation of employees with considering the mediating effect of job burnout and the moderating effect of past breach experience. Our hypotheses were tested using data from 235 respondents working in Yunnan Province, China. The results were as follows: first, psychological contract breach had a significant negative effect on job performance of new generation of employees, whether in the whole sample or in two grouped samples; second, both in the overall sample and the grouped sample of state-owned enterprises, job burnout partially mediated the negative relationship between psychological contract breach and job performance of new generation of employees, and past experience of breach positively moderated the negative relationship between psychological contract breach and job performance of new generation of employees; third, in the grouped sample of non-state-owned enterprises, job burnout did not play a significant mediating role in the relationship between psychological contract breach and job performance of new generation of employees, and past breach experience did not play a significant moderating role in this relationship. These findings uncover the psychological mechanism underlying work performance of new generation of employees, and also provide useful theoretical reference for management practices of new generation of employees among different natures of enterprises.

Who is Afraid of Generation Z? The Intergenerational Gap Affecting the World of Work Post-COVID-19 Era

In an era of rapid changes alongside a global pandemic (COVID-19) that changed rules in the world of work, a new generation of employees, Generation Z (born 1995-2010) has been absorbed, joining three older generations, baby boomers, Generation X and Generation y. Qualitative research with high-tech company managers in Israel examined management issues constituting intergenerational gaps and affecting the new world of work. It was found that although Generation Z workers are characterized by high both technological and independent learning personal abilities giving them an advantage in relation to previous generations, there is a sharp decline in its commitment levels to an organization and managers and its ability to persevere with long-term tasks. The new generation of workers expects a greater home/work balance and indulgent workplace enabling enjoyment and a social life within work hours. Research findings provide an infrastructure for different management and leadership thinking in light of the Generation Z challenge and the gap between the different generations.

Application of Big Data Analysis on the Relationship between Career Delayed Gratification and Organizational Socialization Outcomes for New Generation Employees

The effect of occupational delayed gratification is that it can prompt individuals to postpone short-term instant gratification in order to pursue more valuable long-term career goals when they encounter a choice of interests, which is very beneficial to the career development of the new generation of employees. Based on extensive literature review and interviews, this paper compiles a pretest questionnaire for investigation and proposes models and hypotheses. For the data of the pretest questionnaire, big data item discrimination analysis, Cronbach's alpha internal consistency reliability test, and exploratory factor analysis were used to eliminate unreasonable items. From the four aspects of self-evaluation, self-efficacy, self-esteem, and social support, it explains how to cultivate and improve the career delayed gratification of the new generation of employees, so that they can make the right choice between short-term and long-term benefits, setbacks, and success, thereby improving the organizational socialization outcome relationship.

A CONCEPTUAL ICOOKIES MULTI-SIDED BUSINESS MODEL

The purpose of this paper is to present a conceptual iCookies business model, with a digital platform and apps, that is aligned with the United Nations Sustainable Development Goals (SDG) in reducing poverty; building-up valuable skills, decent works and entrepreneurship including among the B40s; and in providing consumers with quality &amp; variety cookies worldwide. The B40 community are struggling to find a stable and decent job, especially in this pandemic time. Job opportunity with a digital platform to start a business will benefit the low-income people and B40s. B40s pains include lack of funds and skills to start the business. As for sellers, the online marketplace will help them promote and market their products. The digital platform will help sellers gain more customers and make higher sales. A trusted platform will help donors make the donation and feel at ease without having to worry about scams or implicit donations. Donors will attract to make donations on the platform as it is trusted for the transparency of the donation process. The Customer Segments in this paper are organizations &amp; individuals who want to buy their favourite cookies locally &amp; globally; cookies sellers who want to promote their cookies; low-income people (B40), underemployed, and unemployed who want valuable and employable in baking cookies; and donors who want to build a philanthropic brand on creating employment and companies who want a new generation of employees to learn their cookies. This paper highlights the difficulties faced by various Customer segments along with the conceptual solution to overcome the difficulties. Poverty among B40s (SDG1 - No Poverty), hunger faced by the B40s (SDG2 - Zero Hunger) and unemployment challenges are among the obstacles or significant problems identified (SDG8 - Decent Work and Economic Growth). The key problems were identified, and suitable conceptual solutions were created using the Design Thinking (DT) technique. This process includes completing a literature review, testing, and questionnaires to identify and describe the issue of segments, as well as brainstorming, and testing potential solutions. The methodology adopted for this paper is based on the Design Thinking process using literature review, biz modelling tools namely Business Model Canvas (BMC) and Value Proposition Canvas (VPC), and survey. This paper intends to help the consumer to enjoy a variety of cookies around the world and help cookies sellers by providing an online platform. Moreover, the B40 people will gain skills and get job opportunities to make an income. Last but not least, the donors can make their donations without any worries.

The Influence of Work Environment on Employee's Psychological Relationship: A Case Study of Japanese Literature.

The new generation of employees grows up in the environment of rapid economic development, fierce competition, diversified values, and multiple channels of cultural communication, and their unique growth environment creates characteristics such as their unstable psychological state, poor adjustment ability, and significant self-awareness. The special psychological condition of the new generation employees will affect their own development and that of the organization. How to effectively manage the psychological capital of new generation employees has become an urgent problem for modern human resource management. Based on the social exchange theory and resource conservation theory, this study explores the relationship between the psychological capital of new generation employees and their job performance and propensity to leave and proposes research hypotheses and research models. Based on the survey data of 330 new generation employees, SPSS software was used to analyze the data and test the hypotheses. The psychological capital, job performance, and turnover tendency of new generation employees differed to different degrees in terms of age, education, years of work experience, and position level. The psychological capital of the new generation employees had a significant negative effect on the propensity to leave. Psychological capital had a significant positive effect on the relational performance dimension of job performance, and among the four dimensions of psychological capital, resilience and optimism had a significant positive effect on relational performance, while self-efficacy and hope had no significant effect on relational performance. The psychological capital of new generation employees mainly contributes to task performance through hope, resilience, and optimism and to relational performance through resilience and optimism.

The Mediating Role of Job Satisfaction in the Relationship between FWAs and Turnover Intentions

The problem of employee turnover has been investigated in recent years because more and more countries and organizations are faced with the lack of an adequate labor force. The new generation of employees (Y and Z generations), contemporary political, social, and economic challenges, and the COVID-19 pandemic have raised new issues in human resource management (HRM), especially concerning turnover intentions. In such situations, companies need to create working conditions that will attract, motivate, and retain employees. One possible response is the usage of flexible working arrangements (FWAs) as a more flexible way of organizing traditional jobs and working positions; these arrangements allow employees more possibilities to maintain work–life balance. The main aim of this paper is to investigate the relationship between FWAs and turnover intentions of employees, and the mediating effect of job satisfaction. The theoretical research is based on the literature review. The empirical part of the paper is based on the analysis of a sample of 219 employees from organizations in Serbia. The authors used descriptive statistics and the PLS-SEM method to investigate proposed relations. The results pointed to the positive effects of FWAs and job satisfaction on turnover intentions. In addition, there is an indirect effect of FWAs on turnover intentions through job satisfaction. FWAs may contribute to increasing job satisfaction and, in turn, job satisfaction contributes to decreasing turnover intentions. Job satisfaction mediates this relationship, and employees that are offered FWAs may experience a lower level of turnover intentions when they are satisfied on the job.

Literature review of scientific studies on career features of millennials in the current context of the labor market

This study is a review of the literature on the new generation of employees. The last generation that entered the labor market or is about to enter has a different profile from previous generations. This is due to the environment in which they have developed and aims at major changes in technology, communication, access to information, education, style of education etc. Thus, the study presents an analysis of current trends in the labor market, a brief overview of the theoretical framework on career, career expectations and conceptualization of the employability of millennials. In conclusion, instability is a defining feature of both the current labor market and millennials; ; at the same time, a combined effort of the various actors is urgently needed to facilitate their entry into the labor market.

The Impact of Network Embeddedness on the Innovation Performance of New Generation of Employees in the Post-COVID-19 Era-The Mediating Role of Psychological Contract.

The innovation activities of new generation of employees have the characteristics of double network embeddedness, and the degree of psychological contract fulfilment is an important factor that affects their innovation performance. Based on the attributes of internal network embeddedness and external network embeddedness, this paper builds a hypothesis model of the relationship between network embeddedness, psychological contract and innovation performance. It explores the impact and mechanism of network embeddedness on the innovation performance of new generation of employees and the mediating role of the psychological contract. Empirical research shows that network embeddedness has a positive effect on the innovation performance of new generation of employees. The psychological contract has a mediating role in network embeddedness on innovation performance of new generation of employees. These conclusions continue and deepen the research on network embeddedness and innovation performance and further enrich and expand the application of social networks in the research of individual innovation performance of new generation of employees.

Relational Demography: A Three-decade Literature Review

Relational demography focuses on the influence of differences or similarities in demographic characteristics between individuals and others (such as between superiors and subordinates, between individuals and other members of the team) that constitute a mutual relationship in the workplace, on the attitudes and behaviors of the focal individual. As women, minorities and other groups that are traditionally marginalized in the workplace occupy more and more central positions, and the new generation of employees, professionals, and highly-educated people begin to play more and more important roles in the organization, the diversity of employees in the organization is increasing. However, as an important branch of diversification research, relational demography has been ignored by Chinese scholars. This neglect has caused adverse effects both in practice and in theory. In view of this, this study divides the research on relational demography into different stages, draws on the relevant theoretical framework, and systematically organizes the development of the research on relational demography in the past 30 years.Firstly, by reviewing the research on relational demography in the early stage (1989-1999), this article summarizes these studies in terms of concepts, measurements, theories, and boundary conditions, as well as shortcomings. Scholars mainly use the similar attraction framework and social identity theory to explain the influence of relational demography on the outcome, and use Euclidean distance and interaction terms to measure relational demography. There are three main flaws in the early stage: First, the five types of relational demography, such as gender, age, education level, tenure, and race, cannot cover the rich content of demographic characteristics. Second, there is a lack of research on further categorizing these characteristics. Third, the measurements are diverse and inconsistent, making it difficult to dialogue and integrate research conclusions.Secondly, this article summarizes the progress made in the research on relational demography in the past two decades (2000-present), and analyzes how recent research has made up for the shortcomings of the early-stage research. First, the dimension of relational demography is constantly enriched, from shallow to deep demographic characteristics and from dual to ternary relationship, and taking into account the similarity of family background. Second, scholars try to identify the similarities between different relational demography, and then categorize and analyze them. Third, this study integrates different measurements and theories. To use different measurements reasonably and effectively, scholars systematically compare four measurements, analyze the defects of each measurement, and point out their application scope.Finally, this article specifically discusses the future direction of the research on relational demography in terms of concepts and theories, and looks forward to the main development direction in the Chinese context. First, the theory of expanding relational demography will remain the most fruitful direction. Second, the boundary conditions of relational demography have greater possibilities for expansion. Third, the time is introduced into the study of relational demography, which is one of the waves that cannot be ignored in the research of organizational behavior. Fourth, the special demographic phenomenon in the Chinese context provides an opportunity to expand the conceptual extension of the study of relational demography. Fifth, the Chinese context should be the frontier for testing and developing theories related to relational demography.

The Influence of Employee’s Work Values and Leadership Behavior on Employee’s Work Efficiency

Objectives: How to make employees concentrate on their own work, develop their potential and mobilize their enthusiasm, so as to maximize their own value has become the focus of attention of enterprises. Methods: This study analyzes the influence of employees’ work values and paternalistic leadership behavior on employees’ work efficiency, and puts forward suggestions for career development of new generation employees, as well as efficient management of new generation employees in enterprises. Results: Thereby improving the professional quality of the new generation of employees, improving their work efficiency, reducing the turnover rate of the new generation of employees and achieving a win-win situation for the new generation of employees and enterprises. Two dimensions of work values, ability and growth, status and independence, are positively correlated with turnover intention and negatively correlated with job burnout. Leadership style partially moderates the relationship between job values, turnover intention and job burnout. Conclusion: Enterprises should implement different intervention measures to relieve employees’ work pressure and negative emotions according to their different positions, so as to prevent and reduce employees’ job burnout from the source.

STUDY ON THE MANAGEMENT OF NEW GENERATION EMPLOYEE SEPARATION IN STATE-OWNED COMMERCIAL BANKS: TAKE X BANK AS AN EXAMPLE

After China’s financial industry having entered into rapid development with China’s accession to the WTO, joint-stock commercial banks have also risen in various places, and the number of branches established by foreign banks in China has gradually increased, showing that they were once monopolized as China’s financial industry continues to reform and develop. The status of the four state-owned joint-stock commercial banks has been shaken.&#x0D; This paper focuses on the definition and characteristics of the new generation of employees, using Bank X as an example, the current development of Bank X and the current development of the new generation of Bank X employees, and the negative impact of the new generation of Bank X employees after their departure. A comprehensive analysis of the reasons for their resignation was conducted, and on this basis, the countermeasures were put forward to reduce the turnover rate of the new generation of employees in state-owned commercial banks, hoping to provide a proper resignation management plan, so that Bank X can proceed from its own reality and strengthen the state-owned company. The commercial bank management and construction adopt corresponding strategies to reduce the turnover rate of the new generation of employees and stabilize the countermeasures of talent team building.

Intrinsic Motivation, Knowledge Sharing and Innovation Behavior of Knowledge-Based Employees in the Industrial New Generation

By introducing knowledge sharing as an intermediary variable and using 375 questionnaires, this paper makes an empirical study on the intrinsic motivation, the main and mediating effects of knowledge sharing on individual innovation behavior. The results show that: (1) The intrinsic motivation has a positive predictive effect on individual innovation behavior, and the influence degree of each dimension on individual innovation behavior is beta interest &gt; beta competency &gt; beta curiosity &gt; beta self-determination &gt; beta work engagement. (2) The intrinsic motivation has a positive predictive effect on knowledge sharing. Besides self-determination, all dimensions of intrinsic motivation can actively promote knowledge sharing among employees, such as competency, work engagement, curiosity and interest. (3) Knowledge sharing has a partial mediating effect on the relationship between internal motivation and individual innovation behavior of knowledge-based employees in the industrial new generation. Knowledge sharing plays a mediating role in the influence of competency, work engagement, curiosity and interest on individual innovation behavior, but does not have a mediating effect on self-determination. The conclusions of this study can provide reference and suggestions for enterprises to effectively promote individual innovation of the industrial new generation of employees.

THE PROFESSIONAL DEFORMITY AND CONFLICT POTENTIAL IN TRANSPORT JUSTICE (1941–1957)

Abstract: during the 1940s–1950s, there were a large number of examples of professional deformation of employees of the transport justice system. The author identified several groups: domestic corruption of employees, corruption and abuse of power, conflicts within the transport justice system and with other authorities, accompanied by the involvement of compromising materials. During the great Patriotic war, the conflict potential in the transport justice system was at a low level. After the war, major conflicts broke out here. They were caused by a number of objective and subjective factors. In them, the leadership of the justice authorities was defeated. It was replaced. In the first half of the 1950s, the conflict potential decreased. In 1955–1957, there were practically no conflicts in the justice system. The issue of their elimination was actively discussed. The identified trends are noted against the background of improvement in the main personnel indicators. It can be assumed that after the end of the great Patriotic war, a new generation of employees entered the transport justice system. It entered into a competition with the older generation. They used to collect incriminating materials.

Dynamics of autonomy support leadership on Gen‐Y employees in the Nigerian Public Service

Public service motivation is empirically proven to satisfy the psychological needs of public service employees (PSEs). However, with the new generation of PSEs, ever‐changing demands and innovations are constantly altering the drivers of career satisfaction and well‐being. Hence, drawing on the basic psychological needs theory (BPNT), this study proposes an empirical model that investigates the determinants of the Gen‐Y of PSEs' well‐being and career satisfaction. Analysis of data from 217 Gen‐Y public service workers suggests that autonomous‐supportive leadership influences the employees' well‐being and career satisfaction through the fulfillment of certain basic psychological needs. These findings not only theoretically elucidate the intricacies of the relationship between autonomy‐supportive leadership, well‐being, and career satisfaction of Nigerian Gen‐Y PSEs; it also highlights the need for leadership style changes in the Nigerian public service. As unfortunately, the negative impact of the characteristic authoritarian leadership (which is relics of colonial and military governments) will be amplified among the new generation of employees.

Industry 4.0 and Current Competencies

Abstract There is a growing gap between higher education systems and the needs and demands of the labor market. Many of today’s students will work at jobs that just have emerged or do not even exist yet. The “newcomers” will need both digital and social-emotional skills in the coming years. These new competencies will make the new generation of employees’ company goals. This article presents the results of the recent research about modern-day competencies to evaluate what exactly relevant companies’ expectations are, how students see their knowledge and value in future workplaces, and how academia is coping with this new demand. For this analysis, I have conducted deep interviews with applicable entities, namely companies from the car industry and from the field of security industries (cyber security, integrated camera surveillance, financial security) to see how Industry 4.0 shapes the competencies they expect from our students entering to the job market. Engineering students - by questionnaire -were also interviewed at the Óbuda University, to examine their views about the skills gained at the university and how these competencies helping them to apply for the right position in the job market. Although the competence list showed similarities in the expected skill sets, the order of them differs. While most companies are aiming to hire team players with creative problem solving and those are capable and willing to accept changes, the students’ observations showed that technical skills, expertise, and problem solving are the most important competencies for future employment. Based on all participants’ answers and additional research, we aim to involve international companies to take part in our higher education system more thoroughly either by widening the practical in-site education or by inviting them to our university for lecturing future engineers. Furthermore, new courses are introduced at our university, such as information security, humanitarian response management, rehabilitation environmental planning engineering or ergonomics and human factors specialization.