學術產出-Theses
Article View/Open
Publication Export
-
題名 Z 世代遠距工作成效與組織文化–以工作不安全感和工作敬業度為調節變項
The performance of work from home from Generation Z and organizational culture: Job insecurity and job engagement as moderators作者 林聖哲
Lin, Sheng-Che貢獻者 林月雲
Lin, Yeh-Yun
林聖哲
Lin, Sheng-Che關鍵詞 遠距工作
組織文化
工作滿意度
工作敬業度
工作不安全感
創新工作行為
Work from home
Organizational culture
Job satisfaction
Work engagement
Job insecurity
Innovative work behavior日期 2022 上傳時間 1-Jul-2022 16:35:56 (UTC+8) 摘要 在 Covid-19 疫情全球爆發後，企業首度大規模採行遠距工作制度，並且企業也發現 Z 世代於就業市場中比例逐漸增加，設計良好遠距工作制度，以吸引 Z 世代人才加入企業，成為企業重要課題。鑑於過去遠距工作相關研究較少針對 Z 世代族群，並鮮少文獻研究組織文化、工作敬業度、工作不安全感對於Z 世代在不同遠距工作制度中的工作滿意度和創新工作行為之影響，此為本研究欲探討之方向。作者透過網路發放問卷，以台灣地區的 Z 世代族群 (1995-2010年間出生) 為研究對象，一共回收有效問卷 248 份。藉由回收問卷資料，了解受測者所在企業之組織文化、工作不安全感、工作敬業度、創新工作行為和工作滿意度。本研究進一步探討組織文化、工作不安全感和工作度敬業度是如何影響 Z 世代遠距工作成效 (工作滿意度和創新工作行為)。結果如下：(一)組織文化會影響企業施行的遠距工作制度(二)遠距工作期間，組織文化與 Z 世代成員特性越符合，會有更高工作滿意度(三)工作不安全感和工作敬業度對遠距工作制度和工作滿意度關係無調節效果(四)工作不安全感對遠距工作制度和創新工作行為關係無調節效果(五)工作敬業度對遠距工作制度和創新工作行為關係有調節效果
After the outbreak of Covid-19, enterprises largely implemented work from home policy for the first time. Since the number of Generation Z in the labor market is gradually increasing, it is important for enterprises to design an attractive work from home policy to attract Generation Z talents. Given the lack of work from home related research on Generation Z, few studies discussed the impact of organizational culture, work engagement, job insecurity on job satisfaction and innovative work behavior of Generation Z. As a result, this research intends to address the above issues.The author conducted online questionnaires, aiming at Generation Z in Taiwan (born between 1995 and 2010) as the research subject, and collected 248 valid copies of questionnaire. Through these responses, the author measured the factors such as organizational culture, job insecurity, job engagement, innovative work behaviors, and job satisfaction of the respondents’ companies. This study further examined how organizational culture, job insecurity, and job engagement affect Generation Z’s work from home performances (job satisfaction and innovative work behaviors). The results are as follows:(1) Organizational culture affects how the companies implement work from home policies.(2) During the period of work from home, the better fit the organizational culture and the characteristics of Generation Z, the higher the job satisfaction.(3) Job insecurity and job engagement have no moderating effect on the relationship between different work from home policies and job satisfaction.(4) Job insecurity has no moderating effect on the relationship between different work from home policies and innovative work behaviors.(5) Job engagement has moderating effect on the relationship between different work from home policies and innovative work behaviors.參考文獻 1.朱瓊華 (2002)。電傳勞動管理問題之初探 (未出版碩士論文)。國立中山大學，高雄市。2.彭台光、高月慈、林鉦棽 (2006)。管理研究中的共同方法變異：問題本質、影響、測試和補救。管理學報，23(1)，77–98。 https://doi.org/10.6504/JOM.2006.23.01.053.賴偉文 (2020)。新冠肺炎下新工作模式的轉變。CIER. http://www.cier.edu.tw/site/cier/public/data/189-025-030-%E6%96%B0%E5%86%A0%E8%82%BA%E7%82%8E%E4%B8%8B%E6%96%B0%E5%B7%A5%E4%BD%9C%E6%A8%A1%E5%BC%8F%E7%9A%84%E8%BD%89%E8%AE%8A-%E8%B3%B4%E5%81%89%E6%96%87.pdf4.Agarwal, U. A., Datta, S., Blake-beard, S. & Bhargava, S. (2012). Linking LMX, Innovative Work Behavior and Turnover Intentions. Career Development International, 17(3), 208–230. https://doi.org/10.1108/136204312112410635.Alarcon, G. M. & Lyons, J. B. (2011). The Relationship of Engagement and Job Satisfaction in Working Samples. The Journal of Psychology Interdisciplinary and Applied, 145(5), 463–480. https://doi.org/10.1080/00223980.2011.5840836.Alarcon, G. M. & Edwards, J. M. (2011). The Relationship of Engagement, Job Satisfaction and Turnover Intentions. Stress and Health, 27(3), 294–298. https://doi.org/10.1002/smi.13657.Alipour, J. V., Falck, O. & Schüller, S. (2020). Germany’s Capacity to Work from Home. CESifo. https://www.cesifo.org/en/publikationen/2020/working-paper/germanys-capacity-work-home8.Allen, T. D., Johnson, R. C., Kiburz, K. M. & Shockley, K. (2013). Work-Family Conflict and Flexible Work Arrangements: Deconstructing Flexibility. Personnel Psychology, 66(2), 345–376. https://doi.org/10.1111/peps.120129.Akram, T. & Haider, M. J. (2016). The Impact of Relational Leadership on Employee Innovative Work Behavior in IT Industry of China. Arab Economic and Business Journal, 11(2), 153–161.10.Amabile, T. M. (1988). A Model Of Creativity And Innovation In Organizations. Research in Organizational Behavior, 10, 123–167.11.Annesley, C. (2007). Lisbon and social Europe: towards a European `adult worker model` welfare system, Journal of European Social Policy, 17 (3), 195–205. https://doi.org/10.1177/095892870707836312.Ashford, S. j, Lee, C. & Bobko, P. (1989). Content, Cause, and Consequences of Job Insecurity: A Theory-Based Measure and Substantive Test. The Academy of Management Journal, 32(4), 803–829. https://doi.org/10.2307/25656913.Arogyaswamy, B. & Byles, charles M. (1987). Organizational Culture: Internal and External Fits. Journal of Management, 13, 647–659. https://doi.org/10.1177/01492063870130040614.Babapour, M. & Hultberg, A. (2021). Post-Pandemic Office Work: Perceived Challenges and Opportunities for a Sustainable Work Environment. Sustainability, 14(11), 294. https://doi.org/10.3390/su1401029415.Bakker, A. B. & Demerouti, E. (2006). Towards a Model of Work Engagement. Career Development International, 13(3), 209–223. https://doi.org/10.1108/1362043081087047616.Bakker, A. B. & Demerouti, E. (2007). The Job Demands-Resources Model: State of the Art. Journal of Managerial Psychology, 22(3), 309–328. https://doi.org/10.1108/0268394071073311517.Bakker, A. B. & Demerouti, E. (2017). Job demands‐resources theory: Taking stock and looking forward. Journal of Occupational Health Psychology, 22(3), 273–285. https://doi.org/10.1037/ocp000005618.Balajia, M. S., Jiang, Y., Singh, G. & Jha, S. (2020). Letting go or getting back: How organization culture shapes frontline employee response to customer incivility. Journal of Business Research, 111, 1–11. https://doi.org/10.1016/j.jbusres.2020.02.0019.Bailey, D. e, & Kurland, N. B. (2002). A Review of Telework Research: Findings, New Directions, and Lessons for the Study of Modern Work. Journal of Organizational Behavior, 23(4), 383–400. https://doi.org/10.1002/job.14420.Bailey, D. & Kurland, N. (2006). A Review of Telework Research: Findings, New Directions, and Lessons for the Study of Modern Work. Journal of Organizational Behavior, 23(4), 383–480. https://doi.org/10.1002/job.14421.Bakker, A. B., Demerouti, E. & Sanz-vergel, A. I. (2014). Burnout and Work Engagement: The JD-R Approach. Annual Review of Organizational Psychology and Organizational Behavior, 1(1), 389–411. https://doi.org/10.1146/annurev-orgpsych-031413-09123522.Bellmann, L. & Hübler, O. (2020). Working from Home, Job Satisfaction and Work–Life Balance – Robust or Heterogeneous Links? International Journal of Manpower, 42(3), 424-441. https://doi.org/10.1108/IJM-10-2019-045823.Berger, L. A. & Berger, D. R. (2003). The Talent Management Handbook: Creating Organizational Excellence by Identifying, Developing, and Promoting Your Best People (1st ed.). McGraw-Hill.24.Berkup, S. B. (2014). Working With Generations X And Y In Generation Z Period: Management Of Different Generations In Business Life. Mediterranean Journal of Social Sciences, 5(19), 218–229. https://doi.org/10.5901/mjss.2014.v5n19p21825.Berge, Z. L. & Berge, M. B. (2019). The Economic ABCs of Educating and Training Generations X, Y, and Z. Performance Improvement, 58(5), 44–53. https://doi.org/10.1002/pfi.2186426.Blau, G., Tatum, D. S., Mccoy, K., Dobria, L. & Ward-cook, K. (2004). Job Loss, Human Capital Job Feature, and Work Condition Job Feature as Distinct Job Insecurity Constructs. Journal of Allied Health, 33(1), 31–41.27.Bloom, N., Liang, J. & Roberts, J. (2013). Does Working from Home Work? Evidence from a Chinese Experiment. Quarterly Journal of Economics, 130(1), 165–218. https://doi.org/10.1093/qje/qju03228.Bordia, P., Hunt, E., Paulsen, N., Tourish, D. & Difonzo, N. (2004). Uncertainty during Organizational Change: Is It All about Control? European Journal of Work and Organizational Psychology, 13(3), 345–365. https://doi.org/10.1080/1359432044400012829.Brynjolfsson, E., Horton, J. J., Ozimek, A., Rock, D., Sharma, G. & Tuye, H. (2020). COVID-19 and Remote Work: An Early Look at US Data. National Bureau of Economic Research, 27344. https://doi.org/10.3386/w2734430.Cabrera, Á., Collins, W. C. & Salgado, J. F. (2006). Determinants of Individual Engagement in Knowledge Sharing. The International Journal of Human Resource Management, 17(2), 245–264. https://doi.org/10.1080/0958519050040461431.Caplan, R. D. (1975). Job Demands and Worker Health: Main Effects and Occupational Differences. National Institute for Occupational Safety and Health.32.Cavanaugh, M. A., Boswell, W. R., Roehling, M. V. & Boudreau, J. W. (2000). An empirical examination of self-reported work stress among US managers. Journal of Applied Psychology, 85(1), 65–74. https://doi.org/10.1037/0021-9010.85.1.6533.Chafi, M. B., Hultberg, A. & Yams, N. B. (2021). Post-Pandemic Office Work: Perceived Challenges and Opportunities for a Sustainable Work Environment. Sustainability, 14(1), 294. https://doi.org/10.3390/su1401029434.Chen, W. J. (2011). Innovation in Hotel Services: Culture and Personality. International Journal of Hospitality Management, 30(1), 64–72. https://doi.org/10.1016/j.ijhm.2010.07.00635.Cheng, G. & Chan, D. (2008). Who Suffers More from Job Insecurity? A Meta-Analytic Review. Applied Psychology, 57(2), 272–303. https://doi.org/10.1111/j.1464-0597.2007.00312.x36.Chillakuri, B. & Mahanandia, R. (2018). Generation Z Entering the Workforce: The Need for Sustainable Strategies in Maximizing Their Talent. Human Resource Management International Digest, 26(4), 34–38. https://doi.org/10.1108/HRMID-01-2018-000637.Claver, E., Llopis, J., Gasco, J., Molina, H. & Conca, F. J. (1999). Public Administration: From Bureaucratic Culture to Citizen-Oriented Culture. International Journal of Public Sector Management, 12(5), 455–464. https://doi.org/10.1108/0951355991030022638.Cuyper, N. D., Bernhard-Oettel, C., Berntson, E., Witte, H. D. & Alarco, B. (2008). Employability and Employees’ Well‐Being: Mediation by Job Insecurity. Applied Psychology, 57(3), 488–509. https://doi.org/10.1111/j.1464-0597.2008.00332.x39.Daft, R. L. & Lengel, R. H. (1986). Organizational Information Requirements, Media Richness and Structural Design. Management Science, 32(5), 554–571. https://doi.org/10.1287/mnsc.32.5.55440.Darvishmotevali, M., Huseyin, A. & Kilic, H. (2017). Effect of job insecurity on frontline employee’s performance: Looking through the lends of psychological strains and leverages. International Journal of Contemporary Hospitality Management, 29(6), 1724–1744. https://doi.org/10.1108/IJCHM-12-2015-068341.Davy, J. A. & Kinicki, A. J. (1997). A Test of Job Security’s Direct and Mediated Effects on Withdrawal Cognition. Journal of Organizational Behavior, 18(4), 323–349. https://doi.org/10.1002/(SICI)1099-1379(199707)18:4<323::AID-JOB801>3.0.CO;2-#42.Deci, E. L. & Ryan, R. M. (2000). The “What” and “Why” of Goal Pursuits: Human Needs and the Self-Determination of Behavior. Psychological Inquiry, 11(4), 227–268. https://doi.org/10.1207/S15327965PLI1104_0143.De Jong, J. P. & Den Hartog, D. N. (2010). Measuring Innovative Work Behavior. Creativity and Innovation Management, 19(1), 23–36. https://doi.org/10.1111/j.1467-8691.2010.00547.x44.Destefano, L. (2019). Generation Z in the Workplace. Workforce Institute at Kronos. https://workforceinstitute.org/wp-content/uploads/2019/11/Full-Report-Generation-Z-in-the-Workplace.pdf45.Díaz-martín, A. M., Yagüe, M. J. & Campo, S. (2014). Hotel Innovation and Performance in Times of Crisis. International Journal of Contemporary Hospitality Management, 26(8), 1292–1311. https://doi.org/10.1108/IJCHM-08-2013-037346.Dickinson, D. & Villeval, M. (2008). Does Monitoring Decrease Work Effort?: The Complementarity between Agency and Crowding-out Theories. Games and Economic Behavior, 63(1), 56–76. https://doi.org/10.1016/j.geb.2007.08.00447.Dingel, J. I. & Neiman, B. (2020). How Many Jobs Can Be Done at Home? Journal of Public Economics, 189(2), 104235. https://doi.org/10.1016/j.jpubeco.2020.10423548.DuBrin, A. J. (1991). Comparison of the Job Satisfaction and Productivity of Telecommuters versus In-House Employees: A Research Note on Work in Progress. Psychological Reports, 68(4), 1223–1234. https://doi.org/10.2466/PR0.68.4.1223-123449.Dupont, S. (2015). Move Over Millennials, Here Comes Generation Z: Understanding the ‘New Realists’ Who Are Building the Future. Public Relations Tactics. https://apps.prsa.org/Intelligence/Tactics/Articles/view/11057/1110/Move_Over_Millennials_Here_Comes_Generation_50.Eldor, L. & Shoshani, A. (2017). Are You Being Served? The Relationship between School Climate for Service and Teachers’ Engagement, Satisfaction, and Intention to Leave: A Moderated Mediation Model. The Journal of Psychology Interdisciplinary and Applied, 151(2), 359–378. https://doi.org/10.1080/00223980.2017.129148851.West, M. A. & Farr, J. L. (Eds.). (1990). Innovation and creativity at work: Psychological and organizational strategies. John Wiley & Sons.52.Fernandez, S. & Moldogaziev, T. (2013). Employee empowerment, employee attitudes, and performance: Testing a causal model. Public Administration Review, 73(3), 490–506.53.Frese, M. (2008). The Word Is Out: We Need an ActivePerformance Concept for Modern Workplaces. Industrial and Organizational Psychology, 1(1), 67–69. https://doi.org/10.1111/j.1754-9434.2007.00012.x54.Gabrielova, K. & Buchk, A. A. (2021). Here Comes Generation Z: Millennials as Managers. Business Horizons, 6(4), 489–499.55.Gajendran, R. & Harrison, D. A. (2007). The Good, the Bad, and the Unknown About Telecommuting: Meta-Analysis of Psychological Mediators and Individual Consequences. Journal of Applied Psychology, 92(6), 1524–1541. https://doi.org/10.1037/0021-9010.92.6.152456.Gallouj , F., Weber, K. M., Stare, M. & Rubalcaba, L. (2006). The Futures of the Service Economy in Europe: A Foresight Analysis. Journal of Organizational Behavior, 23(4), 383–480. https://doi.org/10.1002/job.14457.Gilboa, S., Shirom, A., Fried, Y. & Cooper, C. (2008). A meta-analysis of work demand stressors and job performance: Examining main and moderating effects. Personnel Psychology, 61(2), 227–271. https://doi.org/10.1057/9781137310651_1058.Girard, K. (1997). Ditching the Commute. Computerworld, 31(35).59.Greenhalgh, L. & Rosenblatt, Z. (1984). Job Insecurity: Toward Conceptual Clarity. The Academy of Management Review, 9(3), 438–448. https://doi.org/10.5465/AMR.1984.427967360.Grunberg, L., Moore, S. Y. & Greenberg, E. (1998). Work Stress and Problem Alcohol Behavior: A Test of the Spillover Model. Journal of Organizational Behavior, 19(5), 487–502. https://doi.org/10.1002/(SICI)1099-1379(199809)19:5<487::AID-JOB852>3.0.CO;2-Z61.Gschwind, L. & Vargas, O. (2019). Telework and Its Effects in Europe. Telework in the 21st Century, 36–75. https://doi.org/10.4337/9781789903751.0000762.Guglielmi, D., Avanzi, L., Chiesa, R., Mariani, M. G., Bruni, I. & Depolo, M. (2016). Positive aging in demanding workplaces: The gain cycle between job satisfaction and work engagement. Frontiers in Psychology, 7, 1224. https://doi.org/10.3389/fpsyg.2016.0122463.Hackman, J. R. & Oldham, G. R. (1976). Motivation through the Design of Work: Test of a Theory. Organizational Behavior and Human Performance, 16(2), 250–279. https://doi.org/10.1016/0030-5073(76)90016-764.Hair, J. F., Black, B., Babin, B. & Anderson, R. E. (2006). Multivariate Data Analysis (6th ed.). NJ: Pearson Prentice Hall.65.Hakanen, J. J., Perhoniemi, R. & Toppinen-tanner, S. (2008). Positive Gain Spirals at Work: From Job Resources to Work Engagement, Personal Initiative and Work-Unit Innovativeness. Journal of Vocational Behavior, 73(1), 78–91. https://doi.org/10.1016/j.jvb.2008.01.00366.Hammond, M. M., Neff, N. L., Farr, J. L. & Schwall, A. (2011). Predictors of Individual-Level Innovation at Work: A Meta-Analysis. Psychology of Aesthetics Creativity and the Arts, 5(1), 90–105. https://doi.org/10.1037/a001855667.Hartley, J. F., Jacobson, D., Klandermans, P. G. & Vuuren, T. V. (1991). Job Insecurity: Coping with Jobs at Risk. Sage Publications Ltd.68.Hartog, D. D., & Verburg, R. (2004). High Performance Work Systems, Organisational Culture and Firm Effectiveness. Human Resource Management Journal, 14(1), 55–78. https://doi.org/10.1111/j.1748-8583.2004.tb00112.x69.Hayman, J. R. (2009). Flexible Work Arrangements: Exploring the Linkages Between Perceived Usability of Flexible Work Schedules and Work/Life Balance. Community Work & Family Work & Family, 12(3), 327–338. https://doi.org/10.1080/1366880090296633170.Hellgren, J., Sverke, M. & Isaksson, K. S. (1999). A Two-Dimensional Approach to Job Insecurity: Consequences for Employee Attitudes and Well-Being. European Journal of Work and Organizational Psychology, 8(2), 179–195. https://doi.org/10.1080/13594329939831171.Hobfoll, S. B. (1989). Conservation of Resources: A New Attempt at Conceptualizing Stress. American Psychologies, 44(3), 513–524. https://doi.org/10.1037/0003-066X.44.3.51372.Hobfoll, S. E., Freedy, J., Lane, C. & Geller, P. (1990). Conservation of social resources: Social support resource theory. Journal of Social and Personal Relationships, 7(4), 465–478. https://doi.org/10.1177/026540759007400473.Holgersen, H. & Jia, Z. (2021). Who and How Many Can Work from Home? Evidence from Task Descriptions. Journal for Labour Market Research, 55(1), 4–17. https://doi.org/10.1186/s12651-021-00287-z74.Hon, A. H. (2012). Shaping Environments Conductive to Creativity: The Role of Intrinsic Motivation. Cornell Hospitality Quarterly, 53(1), 53–64. https://doi.org/10.1177/193896551142472575.Hossein, S. & Shirazi, Z. R. H. (2021). Towards Teacher Innovative Work Behavior: A Conceptual Model. Cogent Education, 8(1), 1869364. https://doi.org/10.1080/2331186X.2020.186936476.Hulin, C. (1991). Adaptation, persistence, and commitment in organizations. Handbook of industrial and organizational psychology, 445–50577.Jaiswal, D. & Dhar, R. L. (2017). Impact of Human Resources Practices on Employee Creativity in the Hotel Industry: The Impact of Job Autonomy. Journal of Human Resources in Hospitality & Tourism, 16(1), 1–21. https://doi.org/10.1080/15332845.2016.120203578.Janssen, O. (2000). Job Demands, Perceptions of Effort-Reward Fairness and Innovative Work Behavior. Journal of Occupational and Organizational Psychology, 73(3), 287–302. https://doi.org/10.1348/09631790016703879.Janssen, O. (2003) Innovative Behaviour and Job Involvement at the Price of Conflict and Less Satisfactory Relations with Co-Workers. Journal of Occupational and Organizational Psychology, 76(3), 347–64. https://doi.org/10.1348/09631790376964721080.Judge, T. A. & Klinger, R. (2008). Job satisfaction: Subjective well-being at work. The science of subjective well-being, 393-41.81.Kahn, W. A. (1990). Psychological Conditions of Personal Engagement and Disengagement at Work. The Academy of Management Journal, 33(4), 692–724. https://doi.org/10.2307/25628782.Karanika-murray, M., Duncan, N., Pontes, H. M. & Griffiths, M. D. (2015). Organizational Identification, Work Engagement, and Job Satisfaction. Journal of Managerial Psychology, 30(8), 1–17. https://doi.org/10.1108/JMP-11-2013-035983.Kim, S. (2002). Participative Management and Job Satisfaction: Lessons for Management Leadership. Public Administration Review, 62(2), 231–241. https://doi.org/10.1111/0033-3352.0017384.Khazanchi, S., Lewis, M. W. & Boyer, K. K. (2007). Innovation-Supportive Culture: The Impact of Organizational Values on Process Innovation. Journal of Operations Management, 25(4), 871–884. https://doi.org/10.1016/j.jom.2006.08.00385.Kreitner, R. & Kinicki, A. (2010). Organizational Behavior. McGraw-Hill.86.Kuhnert, K. W. & Palmer, D. R. (1991). Job Security, Health, and the Intrinsic and Extrinsic Characteristics of Work. Group & Organization Management, 16(2), 178–192. https://doi.org/10.1177/10596011910160020587.Kupperschmidt, B.R. R. (2000). Multigeneration employees: Strategies for Effective Management. The Health Care Manager, 19, 65-7688.Lanier, K. (2017). 5 Things HR Professionals Need to Know about Generation Z. Strategic HR Review, 16(6), 288–290. https://doi.org/10.1108/SHR-08-2017-005189.Lasfargue, Y. & Fauconnier, S. (2015). 2015 Survey on the impacts of telework. OBERGO.90.Leiter, M. & Maslach, C. (2003). Areas of Worklife: A Structured Approach to Organizational Predictors of Job Burnout. Research in Occupational Stress and Well Being, 3, 91–134. https://doi.org/10.1016/S1479-3555(03)03003-891.Lepold, A., Tanzer, N. K., Bregenzer, A. & Jimenez, P. (2018). The Efficient Measurement of Job Satisfaction: Facet-Items versus Facet Scales. International Journal of Environmental Research and Public Health, 15(7), 1362. https://doi.org/10.3390/ijerph1507136292.Lisbona, A., Palací, F. J., Salanova, M. & Frese, M. (2018). The Effects of Work Engagement and Self-Efficacy on Personal Initiative and Performance. Psicothema, 30(1), 89–96. https://doi.org/10.7334/psicothema2016.24593.Lu, L., Lu, A. C., Gursoy, D. & Neale, N. (2016). Work Engagement, Job Satisfaction, and Turnover Intentions: A Comparison between Supervisors and Line-Level Employees. International Journal of Contemporary Hospitality Management, 28(5), 737–791. https://doi.org/10.1108/IJCHM-07-2014-036094.Lyons, S. (2003). An exploration of generational values in life and at work (Unpublished doctoral dissertation). Carleton University, Ottawa, ON95.Macey, W. & Schneider, B. (2008). The Meaning of Employee Engagement. Industrial and Organizational Psychology, 1(1), 3–30. https://doi.org/10.1111/j.1754-9434.2007.0002.x96.Mahmoud, A. B., Hack-polay, D., Reisel, W. D., Fuxman, L., Grigoriou, N., Mohr, I. & Aizouk, R. (2021). Who’s More Vulnerable? A Generational Investigation of COVID-19 Perceptions’ Effect on Organisational Citizenship Behaviours in the MENA Region: Job Insecurity, Burnout and Job Satisfaction as Mediators. BMC Public Health, 21(1), 1951. https://doi.org/10.1186/s12889-021-11976-297.Mahmoud, A. B. & Reisel, W. D. (2015). Xploring Personal Experience of Wartime Crisis Effects on Job Insecurity in Syria. Psihologia Resurselor Umane, 13(2), 245–256. https://doi.org/10.1111/j.1464-0597.2008.00332.x98.McCrindle, M. (2018). The ABC of XYZ: Understanding the Global Generations (Kindle Edition). McCrindle Research99.Mehta, P. (2021). Work from home-Work engagement amid COVID-19 lockdown and employee happiness. Journal of public affairs, 2709. https://doi.org/10.1002/pa.2709100.MGaha, K. K. (2018). An interpretive phenomenological study of America’s emerging workforce: Exploring Generation Z’s leadership preferences (Master’s thesis). Available from ProQuest Dissertation and theses database (UMI No. 10974750)101.Miron, E., Erez, M. & Naveh, E. (2004). Do personal characteristics and cultural values that promote innovation, quality, and efficiency compete or complement each other? Journal of Organizational Behavior, 25(2), 175–199. https://doi.org/10.1002/job.237102.Mohr, G. B. (2000). The Changing Significance of Different Stressors after the Announcement of Bankruptcy: A Longitudinal Investigation with Special Emphasis on Job Insecurity. Journal of Organizational Behavior, 21(3), 337–359. https://doi.org/10.1002/%28SICI%291099-1379%28200005%2921%3A3%3C337%3A%3AAID-JOB18%3E3.0.CO%3B2-G103.Monteiro, N. P, Straume, O. R. & Valente, M. (2019). Does Remote Work Improve or Impair Firm Labour Productivity? Longitudinal Evidence from Portugal. CESifo Working Paper Series, 7991.104.Morahan, G. (2019). Gen Z Graduates Value Work-Life Balance over Career Progression. Extra.ie. https://workforceinstitute.org/wp-content/uploads/2019/11/Full-Report-Generation-Z-in-the-Workplace.pdf105.Newstrom, J. W. & Davis, K. (2002). Organizational Behavior : Human Behavior at Work (11th ed.). McGraw-Hill.106.Nilles, J. (1975). Telecommunications and Organizational Decentralization. IEEE Transactions on Communications, 23(10), 1142–1147. https://doi.org/10.1109/TCOM.1975.1092687107.Nunnally, J. C. (1978). Psychometric Theory (2nd ed.). McGraw-Hill.108.OECD. (2020). COVID-19 Crisis Response in MENA Countries. OECD. https://www.oecd.org/coronavirus/policy-responses/covid-19-crisis-response-in-mena-countries-4b366396/109.Ohly, S., Sonnentag, S. & Pluntke, F. (2006). Routinization, work characteristics and their relationships with creative and proactive behaviors. Journal of Organizational Behavior, 27(3), 257–279. https://doi.org/10.1002/job.376110.Ojala, S. (2011). Supplemental Work at Home among Finnish Wage Earners: Involuntary Overtime or Taking the Advantage of Flexibility?. Nordic Journal of Working Life Studies, 1(2), 77–97. https://doi.org/10.19154/njwls.v1i2.2346111.Özkan, M. & Yılmaz, B. (2015). The Changing Face of the Employees – Generation Z and Their Perceptions of Work (A Study Applied to University Students). Procedia Economics and Finance, 26, 476–483. https://doi.org/10.1016/S2212-5671(15)00876-X112.Park, S., Jo, S. J. & Park, C. K. (2019). The Influence of Hierarchical Organizational Culture, Supportive Environment and Sexual Harassment on Korean Women’s Work-to-Family Enrichment. European Journal of Training and Development, 43(3), 398–414. https://doi.org/10.1108/EJTD-09-2018-0095113.Parker, C., Baltes, B., Young, S. A. & Huff, J. W. (2003). Relationships between Psychological Climate Perceptions and Work Outcomes: A Meta-Analytic Review. Journal of Organizational Behavior, 24(4), 389–416. https://doi.org/10.1002/job.198114.Pataki-Bitto, F. & Kapusy, K. (2021). Work Environment Transformation in the Post COVID-19 Based on Work Values of the Future Workforce. Journal of Corporate Real Estate, 23(3), 151–169. https://doi.org/10.1108/jcre-08-2020-0031115.Patel, D. (2018). The Top 5 Traits Gen Z Looks For In Leaders. Forbes. https://www.forbes.com/sites/deeppatel/2017/08/27/the-top-5-traits-gen-z-looks-for-in-leaders/?sh=75c40ef8609d116.Peters , P., Dulk, L., & Lippe, T. (2009). The Effects of Time-Spatial Flexibility and New Working Conditions on Employees’ Work–Life Balance: The Dutch Case. Community Work & Family, 12(3), 279–297. https://doi.org/10.1080/13668800902968907117.Pfisterer, S., Streim, A. & Hampe, K. (2013). Work 3.0 – Work in the Digital World. Bitkom. https://www.bitkom.org/sites/default/files/file/import/Studie-Arbeit-30.pdf118.Probst, T. M. (2002). The impact of job insecurity on employee work attitudes, job adaptation, and organizational withdrawal behaviors. The psychology of work: Theoretically based empirical research, 141–168.119.Probst, T. M. & Brubaker, T. L. (2001). The effects of job insecurity on employee safety outcomes: Cross‐sectional and longitudinal explorations. Journal of Occupational Health Psychology, 6(2), 139–159. https:// doi.org/10.1037//1076‐8998.6.2.139120.Ramamoorthy, N., Flood, P. C., Slattery, T. & Sardessai, R. (2005). Determinants of Innovative Work Behaviour: Development and Test of an Integrated Model. Creativity and Innovation Management, 14(2), 142–150. https://doi.org/10.1111/j.1467-8691.2005.00334.x121.Ramlall, S. (2003). Managing employee retention as strategy for increasing organizational competitiveness. Applied Human Resource Management Research, 8, 63– 72.122.Richman, A. L., Civian, J., Shannon, L. L., Hill, E. J. & Brennan, R. T. (2008). The Relationship of Perceived Flexibility, Supportive Work-Life Policies, and Use of Formal Flexible Arrangements and Occasional Flexibility to Employee Engagement and Expected Retention. Community Work & Family, 11(2), 183–197. https://doi.org/10.1080/13668800802050350123.Robinson, S. L. (1996). Trust and Breach of the Psychological Contract. Administrative Science Quarterly, 41(4), 574–599. https://doi.org/10.2307/2393868124.Robbins, S. P. & Judge, T. (2013). Organizational Behavior (15th ed.). Pearson Education.125.Saks, A. M. (2006). Antecedents and Consequences of Employee Engagement. Journal of Managerial Psychology, 21(7), 600–619.126.Salanova, M. & Schaufeli, W. B. (2008). Work Engagement as a Mediator between Job Resources and Proactive Behaviour: A Cross-National Study. The International Journal of Human Resource Management, 19(1), 116–131. https://doi.org/10.1080/09585190701763982127.Schaufeli, W. B., Bakker, A. B. & Salanova, M. (2006). The Measurement of Work Engagement With a Short QuestionnaireA Cross-National Study. Educational and Psychological Measurement, 66(4), 701–716. https://doi.org/10.1177/001316440528247128.Schaufeli, W. B., Salanova, M., González-Roma, V. & Bakker, A. B. (2002). The measurement of engagement and burnout:Aconfirmative analytic approach. Journal of Happiness Studies, 3(1), 71–92. https://doi.org/10.1023/A:1015630930326129.Schaufeli, W. B., Shimazu, A., Hakanen, J. J., Salanova, M. & Witte, H. D. (2017). An Ultra-Short Measure for Work Engagement: The UWES-3 Validation Across Five Countries. European Journal of Psychological Assessment, 35(4), 1–15. https://doi.org/10.1027/1015-5759/a000430130.Schawbel, D. (2014). Gen Y and Gen Z Global Workplace Expectations Study. WORKPLACE INTELLIGENCE. http://workplaceintelligence.com/geny-genz-global-workplace-expectations-study/131.Schein, E. H. (1985). Organizational Culture and Leadership. Massachusetts Institute of Technology (MIT) - Sloan School of Management.132.Scott, R. (2016). Get ready for generation Z. Forbes. https://www.forbes.com/sites/causeintegration/2016/11/28/get-ready-for-generation-z/?sh=46fd23d12204133.Seemiller, C. & Grace, M. (2017). Generation Z: Educating and Engaging the Next Generation of Students. About Campus, 22(3), 21–26. https://doi.org/https://doi.org/10.1002/abc.21293134.Shamir, B. & Salomon, I. (1985). Work-At-Home and the Quality of Working Life. The Academy of Management Review, 10(3), 455– 464. https://doi.org/10.2307/258127135.Shatto, B. & Erwin, K. (2016). Moving on from millennials: Preparing for generation Z. The Journal of Continuing Education in Nursing, 47(6), 253–254. https://doi.org/10.3928/00220124-20160518-05136.Siha, S. & Monroe, R. (2006). Telecommuting’s Past and Future: A Literature Review and Research Agenda. Business Process Management Journal, 12(4), 455–482.137.Slåtten, T. & Mehmetoglu, M. (2011). What Are the Drivers for Innovative Behavior in Frontline Jobs? A Study of the Hospitality Industry in Norway. Journal of Human Resources in Hospitality & Tourism, 10(3), 254–272. https://doi.org/10.1080/15332845.2011.555732138.Smith, G. P. (2003). The New Leader: Bringing Creativity and Innovation to the Workforce. CYC International Publications.139.Smith, P. C., Kendall, L. & Hulin, C. L. (1969). The Measurement of Satisfaction in Work and Retirement. Rand McNally.140.Spiegelaere, S. D., Gyes, G. V. & Hootegem, G. V. (2016). Article Not All Autonomy Is the Same. Different Dimensions of Job Autonomy and Their Relation to Work Engagement & Innovative Work Behavior: Not All Autonomy Is the Same. Human Factors and Ergonomics in Manufacturing, 26(4), 515-527. https://doi.org/10.1002/hfm.20666141.Spiegelaere, S. D., Gyes, G. V., Witte, H. D. & Niesen, W. (2014). On the Relation of Job Insecurity, Job Autonomy, Innovative Work Behaviour and the Mediating Effect of Work Engagement. Creativity and Innovation Management, 23(3), 318-330. https://doi.org/10.1111/caim.12079142.Standen, P., Daniels, K. & Lamond, D. (1999). The Home as a Workplace: Work–Family Interaction and Psychological Well-Being in Telework. Journal of Occupational Health Psychology, 4(4), 368–381. https://doi.org/10.1037/1076-8998.4.4.368143.Suharno, S. & Sarjana, P. K. (2017). The Effect of Work Environment, Leadership Style, and Organizational Culture towards Job Satisfaction and Its Implication towards Employee Performance in Parador Hotels and Resorts, Indonesia. International Journal of Law and Management, 59(7), 1337–1358. https://doi.org/10.1108/IJLMA-10-2016-0085144.Sverke, M. & Hellgren, J. (2002). The Nature of Job Insecurity: Understanding Employment Uncertainty on the Brink of a New Millennium. Applied Psychology, 51(1), 23–42. https://doi.org/10.1111/1464-0597.0077z145.Sverke, M., Hellgren, J. & Naswall, K. (2002). No Security: A Meta-Analysis and Review of Job Insecurity and Its Consequences. Journal of Occupational Health Psychology, 7(3), 242–264. https://doi.org/10.1037/1076-8998.7.3.242146.Ten brummelhuis, L. L., Bakker, A. B., Hetland, J. & Keulemans, L. (2013). Do New Ways of Working Foster Work Engagement? Psicothema, 24(1), 113–120.147.Titko, J., Svirina, A., Skvarciany, V. & Shina, I. (2020). Values of young employees: Z-generation perception. Business: Theory and Practice, 21(1), 10-17. https://doi.org/10.3846/btp.2020.11166148.Ugargol, J. D. & Patrick, H. (2018). The Relationship of Workplace Flexibility to Employee Engagement among Information Technology Employees in India. South Asian Journal of Human Resources Management, 5(50), 40–55. https://doi.org/10.1177/2322093718767469149.Vallières, F., Mcauliffe, E., Hyland, P., Galligan, M. C. & Ghee, A. E. (2017). Measuring Work Engagement among Community Health Workers in Sierra Leone: Validating the Utrecht Work Engagement Scale. Journal of Work and Organizational Psychology, 33(1), 41-46. https://doi.org/10.1016/j.rpto.2016.12.001150.Vuuren, C. V. & Klandermans, P. G. (1990). Individual Reactions to Job Insecurity: An Integrated Model. European Perspectives in Psychology, 3, 133–146.151.Walrave, M. & De bie, M. (2005). TELEWORKING HOME OR CLOSE TO HOME. Https://Www.Esf-Vlaanderen.Be/. https://www.esf-vlaanderen.be/sites/default/files/attachments/articles/teleworkhome.pdf152.Wallach, E. J. (1983). Individuals and Organizations: The Cultural Match. Training and Development Journal, 37, 28–36.153.Wang, Y. X., Yang, Y. J., Wang, Y. & Su, D. (2019). The Mediating Role of Inclusive Leadership: Work Engagement and Innovative Behavior among Chinese Head Nurses. Journal of Nursing Management, 27(5), 688–696. https://doi.org/10.1111/jonm.12754154.Watad, M. & Will, P. C. (2003). Telecommuting and Organizational Change: A Middle-Managers’ Perspective. Business Process Management Journal, 9(4), 459–472. 10.1108/14637150310484517155.West, M. A. (2002). Sparkling Fountains or Stagnant Ponds: An Integrative Model of Creativity and Innovation Implementation in Work Groups. Journal of Occupational and Organizational Psychology, 51(3), 355–387. https://doi.org/10.1111/1464-0597.00951156.Wheatley, D. (2016). Employee Satisfaction and Use of Flexible Working Arrangements. Work Employment and Society, 31(4), 567–585. https://doi.org/10.1177/0950017016631447157.Whyman, P. B., Baimbridge, M., Buraimo, B. A. & Petrescu, A. (2014). Workplace Flexibility Practices and Corporate Performance: Evidence from the British Private Sector. British Journal of Management, 26(3), 347–364. https://doi.org/10.1111/1467-8551.12051158.Wiedmer, T. (2015). Generations Do Differ: Best Practices in Leading Traditionalists, Boomers, and Generations X, Y, and Z. Delta Kappa Gamma Bulletin, 82(1), 51–58.159.Williams, A. (2015). Move over, Millennials, Here Comes Generation Z. The New York Times. https://www.nytimes.com/2015/09/20/fashion/move-over-millennials-here-comes-generation-z.html160.Witte, H. D. (2005). Job insecurity: Review of the international literature on definitions, prevalence, antecedents and consequences. SA Journal of Industrial Psychology, 31(4), 1–6. https://doi.org/10.4102/sajip. v31i4.200161.Wu, Y. J. & Wu, T. J. (2019). Innovative Work Behaviors, Employee Engagement, and Surface Acting: A Delineation of Supervisor-Employee Emotional Contagion Effects. Management Decision, 57(11), 3200–3216. https://doi.org/10.1108/MD-02-2018-0196162.Xu, Y., Liu, D. & Tang, D. S. (2022). Decent Work and Innovative Work Behaviour: Mediating Roles of Work Engagement, Intrinsic Motivation and Job Self‐efficacy. Creativity and Innovation Management, 31(1), 49–63. https://doi.org/10.1111/caim.12480163.Yang, L., Jaffe, S., Suri, S., Holtz, D., Sinha, S., Weston, J., … Teevan, J. (2011). The Effects of Remote Work on Collaboration among Information Workers. Journal of Human Resources in Hospitality & Tourism, 10(3), 254–272. https://doi.org/10.1038/s41562-021-01196-4164.Yu, H. & Miller, P. (2003). The Generation Gap and Cultural Influence: A Taiwan Empirical Investigation. Cross Cultural Management: An International Journal, 10(3), 23–41. 描述 碩士
國立政治大學
企業管理研究所(MBA學位學程)
109363100資料來源 http://thesis.lib.nccu.edu.tw/record/#G0109363100 資料類型 thesis dc.contributor.advisor 林月雲 zh_TW dc.contributor.advisor Lin, Yeh-Yun en_US dc.contributor.author (Authors) 林聖哲 zh_TW dc.contributor.author (Authors) Lin, Sheng-Che en_US dc.creator (作者) 林聖哲 zh_TW dc.creator (作者) Lin, Sheng-Che en_US dc.date (日期) 2022 en_US dc.date.accessioned 1-Jul-2022 16:35:56 (UTC+8) - dc.date.available 1-Jul-2022 16:35:56 (UTC+8) - dc.date.issued (上傳時間) 1-Jul-2022 16:35:56 (UTC+8) - dc.identifier (Other Identifiers) G0109363100 en_US dc.identifier.uri (URI) http://nccur.lib.nccu.edu.tw/handle/140.119/140733 - dc.description (描述) 碩士 zh_TW dc.description (描述) 國立政治大學 zh_TW dc.description (描述) 企業管理研究所(MBA學位學程) zh_TW dc.description (描述) 109363100 zh_TW dc.description.abstract (摘要) 在 Covid-19 疫情全球爆發後，企業首度大規模採行遠距工作制度，並且企業也發現 Z 世代於就業市場中比例逐漸增加，設計良好遠距工作制度，以吸引 Z 世代人才加入企業，成為企業重要課題。鑑於過去遠距工作相關研究較少針對 Z 世代族群，並鮮少文獻研究組織文化、工作敬業度、工作不安全感對於Z 世代在不同遠距工作制度中的工作滿意度和創新工作行為之影響，此為本研究欲探討之方向。作者透過網路發放問卷，以台灣地區的 Z 世代族群 (1995-2010年間出生) 為研究對象，一共回收有效問卷 248 份。藉由回收問卷資料，了解受測者所在企業之組織文化、工作不安全感、工作敬業度、創新工作行為和工作滿意度。本研究進一步探討組織文化、工作不安全感和工作度敬業度是如何影響 Z 世代遠距工作成效 (工作滿意度和創新工作行為)。結果如下：(一)組織文化會影響企業施行的遠距工作制度(二)遠距工作期間，組織文化與 Z 世代成員特性越符合，會有更高工作滿意度(三)工作不安全感和工作敬業度對遠距工作制度和工作滿意度關係無調節效果(四)工作不安全感對遠距工作制度和創新工作行為關係無調節效果(五)工作敬業度對遠距工作制度和創新工作行為關係有調節效果 zh_TW dc.description.abstract (摘要) After the outbreak of Covid-19, enterprises largely implemented work from home policy for the first time. Since the number of Generation Z in the labor market is gradually increasing, it is important for enterprises to design an attractive work from home policy to attract Generation Z talents. Given the lack of work from home related research on Generation Z, few studies discussed the impact of organizational culture, work engagement, job insecurity on job satisfaction and innovative work behavior of Generation Z. As a result, this research intends to address the above issues.The author conducted online questionnaires, aiming at Generation Z in Taiwan (born between 1995 and 2010) as the research subject, and collected 248 valid copies of questionnaire. Through these responses, the author measured the factors such as organizational culture, job insecurity, job engagement, innovative work behaviors, and job satisfaction of the respondents’ companies. This study further examined how organizational culture, job insecurity, and job engagement affect Generation Z’s work from home performances (job satisfaction and innovative work behaviors). The results are as follows:(1) Organizational culture affects how the companies implement work from home policies.(2) During the period of work from home, the better fit the organizational culture and the characteristics of Generation Z, the higher the job satisfaction.(3) Job insecurity and job engagement have no moderating effect on the relationship between different work from home policies and job satisfaction.(4) Job insecurity has no moderating effect on the relationship between different work from home policies and innovative work behaviors.(5) Job engagement has moderating effect on the relationship between different work from home policies and innovative work behaviors. en_US dc.description.tableofcontents 摘要 I目次 IV圖次 VII表次 VIII第一章 緒論 1第一節 研究背景與動機 1第二節 研究問題與目的 3第二章 文獻探討 4第一節 Z世代 4第二節 遠距工作 8第三節 組織文化 13第四節 工作滿意度 15第五節 創新工作行為 18第六節 工作不安全感 19第七節 工作敬業度 23第三章 研究方法 27第一節 研究架構與研究假設 27第二節 研究方法與研究對象 29第三節 研究流程 32第四節 研究工具 33第四章 資料分析結果 36第一節 探索性因素分析 36第二節 效度分析 38第三節 信度分析 38第四節 群集分析 39第五節 假設驗證 41第五章 結論與建議 50第一節 結果與討論 50第二節 實務意涵 57第三節 研究限制與建議 60參考文獻 63附錄 85 zh_TW dc.format.extent 2425576 bytes - dc.format.mimetype application/pdf - dc.source.uri (資料來源) http://thesis.lib.nccu.edu.tw/record/#G0109363100 en_US dc.subject (關鍵詞) 遠距工作 zh_TW dc.subject (關鍵詞) 組織文化 zh_TW dc.subject (關鍵詞) 工作滿意度 zh_TW dc.subject (關鍵詞) 工作敬業度 zh_TW dc.subject (關鍵詞) 工作不安全感 zh_TW dc.subject (關鍵詞) 創新工作行為 zh_TW dc.subject (關鍵詞) Work from home en_US dc.subject (關鍵詞) Organizational culture en_US dc.subject (關鍵詞) Job satisfaction en_US dc.subject (關鍵詞) Work engagement en_US dc.subject (關鍵詞) Job insecurity en_US dc.subject (關鍵詞) Innovative work behavior en_US dc.title (題名) Z 世代遠距工作成效與組織文化–以工作不安全感和工作敬業度為調節變項 zh_TW dc.title (題名) The performance of work from home from Generation Z and organizational culture: Job insecurity and job engagement as moderators en_US dc.type (資料類型) thesis en_US dc.relation.reference (參考文獻) 1.朱瓊華 (2002)。電傳勞動管理問題之初探 (未出版碩士論文)。國立中山大學，高雄市。2.彭台光、高月慈、林鉦棽 (2006)。管理研究中的共同方法變異：問題本質、影響、測試和補救。管理學報，23(1)，77–98。 https://doi.org/10.6504/JOM.2006.23.01.053.賴偉文 (2020)。新冠肺炎下新工作模式的轉變。CIER. http://www.cier.edu.tw/site/cier/public/data/189-025-030-%E6%96%B0%E5%86%A0%E8%82%BA%E7%82%8E%E4%B8%8B%E6%96%B0%E5%B7%A5%E4%BD%9C%E6%A8%A1%E5%BC%8F%E7%9A%84%E8%BD%89%E8%AE%8A-%E8%B3%B4%E5%81%89%E6%96%87.pdf4.Agarwal, U. A., Datta, S., Blake-beard, S. & Bhargava, S. (2012). Linking LMX, Innovative Work Behavior and Turnover Intentions. Career Development International, 17(3), 208–230. https://doi.org/10.1108/136204312112410635.Alarcon, G. M. & Lyons, J. B. (2011). The Relationship of Engagement and Job Satisfaction in Working Samples. The Journal of Psychology Interdisciplinary and Applied, 145(5), 463–480. https://doi.org/10.1080/00223980.2011.5840836.Alarcon, G. M. & Edwards, J. M. (2011). The Relationship of Engagement, Job Satisfaction and Turnover Intentions. Stress and Health, 27(3), 294–298. https://doi.org/10.1002/smi.13657.Alipour, J. V., Falck, O. & Schüller, S. (2020). Germany’s Capacity to Work from Home. CESifo. https://www.cesifo.org/en/publikationen/2020/working-paper/germanys-capacity-work-home8.Allen, T. D., Johnson, R. C., Kiburz, K. M. & Shockley, K. (2013). Work-Family Conflict and Flexible Work Arrangements: Deconstructing Flexibility. Personnel Psychology, 66(2), 345–376. https://doi.org/10.1111/peps.120129.Akram, T. & Haider, M. J. (2016). The Impact of Relational Leadership on Employee Innovative Work Behavior in IT Industry of China. Arab Economic and Business Journal, 11(2), 153–161.10.Amabile, T. M. (1988). A Model Of Creativity And Innovation In Organizations. Research in Organizational Behavior, 10, 123–167.11.Annesley, C. (2007). Lisbon and social Europe: towards a European `adult worker model` welfare system, Journal of European Social Policy, 17 (3), 195–205. https://doi.org/10.1177/095892870707836312.Ashford, S. j, Lee, C. & Bobko, P. (1989). Content, Cause, and Consequences of Job Insecurity: A Theory-Based Measure and Substantive Test. The Academy of Management Journal, 32(4), 803–829. https://doi.org/10.2307/25656913.Arogyaswamy, B. & Byles, charles M. (1987). Organizational Culture: Internal and External Fits. Journal of Management, 13, 647–659. https://doi.org/10.1177/01492063870130040614.Babapour, M. & Hultberg, A. (2021). Post-Pandemic Office Work: Perceived Challenges and Opportunities for a Sustainable Work Environment. Sustainability, 14(11), 294. https://doi.org/10.3390/su1401029415.Bakker, A. B. & Demerouti, E. (2006). Towards a Model of Work Engagement. Career Development International, 13(3), 209–223. https://doi.org/10.1108/1362043081087047616.Bakker, A. B. & Demerouti, E. (2007). The Job Demands-Resources Model: State of the Art. Journal of Managerial Psychology, 22(3), 309–328. https://doi.org/10.1108/0268394071073311517.Bakker, A. B. & Demerouti, E. (2017). Job demands‐resources theory: Taking stock and looking forward. Journal of Occupational Health Psychology, 22(3), 273–285. https://doi.org/10.1037/ocp000005618.Balajia, M. S., Jiang, Y., Singh, G. & Jha, S. (2020). Letting go or getting back: How organization culture shapes frontline employee response to customer incivility. Journal of Business Research, 111, 1–11. https://doi.org/10.1016/j.jbusres.2020.02.0019.Bailey, D. e, & Kurland, N. B. (2002). A Review of Telework Research: Findings, New Directions, and Lessons for the Study of Modern Work. Journal of Organizational Behavior, 23(4), 383–400. https://doi.org/10.1002/job.14420.Bailey, D. & Kurland, N. (2006). A Review of Telework Research: Findings, New Directions, and Lessons for the Study of Modern Work. Journal of Organizational Behavior, 23(4), 383–480. https://doi.org/10.1002/job.14421.Bakker, A. B., Demerouti, E. & Sanz-vergel, A. I. (2014). Burnout and Work Engagement: The JD-R Approach. Annual Review of Organizational Psychology and Organizational Behavior, 1(1), 389–411. https://doi.org/10.1146/annurev-orgpsych-031413-09123522.Bellmann, L. & Hübler, O. (2020). Working from Home, Job Satisfaction and Work–Life Balance – Robust or Heterogeneous Links? International Journal of Manpower, 42(3), 424-441. https://doi.org/10.1108/IJM-10-2019-045823.Berger, L. A. & Berger, D. R. (2003). The Talent Management Handbook: Creating Organizational Excellence by Identifying, Developing, and Promoting Your Best People (1st ed.). McGraw-Hill.24.Berkup, S. B. (2014). Working With Generations X And Y In Generation Z Period: Management Of Different Generations In Business Life. Mediterranean Journal of Social Sciences, 5(19), 218–229. https://doi.org/10.5901/mjss.2014.v5n19p21825.Berge, Z. L. & Berge, M. B. (2019). The Economic ABCs of Educating and Training Generations X, Y, and Z. Performance Improvement, 58(5), 44–53. https://doi.org/10.1002/pfi.2186426.Blau, G., Tatum, D. S., Mccoy, K., Dobria, L. & Ward-cook, K. (2004). Job Loss, Human Capital Job Feature, and Work Condition Job Feature as Distinct Job Insecurity Constructs. Journal of Allied Health, 33(1), 31–41.27.Bloom, N., Liang, J. & Roberts, J. (2013). Does Working from Home Work? Evidence from a Chinese Experiment. Quarterly Journal of Economics, 130(1), 165–218. https://doi.org/10.1093/qje/qju03228.Bordia, P., Hunt, E., Paulsen, N., Tourish, D. & Difonzo, N. (2004). Uncertainty during Organizational Change: Is It All about Control? European Journal of Work and Organizational Psychology, 13(3), 345–365. https://doi.org/10.1080/1359432044400012829.Brynjolfsson, E., Horton, J. J., Ozimek, A., Rock, D., Sharma, G. & Tuye, H. (2020). COVID-19 and Remote Work: An Early Look at US Data. National Bureau of Economic Research, 27344. https://doi.org/10.3386/w2734430.Cabrera, Á., Collins, W. C. & Salgado, J. F. (2006). Determinants of Individual Engagement in Knowledge Sharing. The International Journal of Human Resource Management, 17(2), 245–264. https://doi.org/10.1080/0958519050040461431.Caplan, R. D. (1975). Job Demands and Worker Health: Main Effects and Occupational Differences. National Institute for Occupational Safety and Health.32.Cavanaugh, M. A., Boswell, W. R., Roehling, M. V. & Boudreau, J. W. (2000). An empirical examination of self-reported work stress among US managers. Journal of Applied Psychology, 85(1), 65–74. https://doi.org/10.1037/0021-9010.85.1.6533.Chafi, M. B., Hultberg, A. & Yams, N. B. (2021). Post-Pandemic Office Work: Perceived Challenges and Opportunities for a Sustainable Work Environment. Sustainability, 14(1), 294. https://doi.org/10.3390/su1401029434.Chen, W. J. (2011). Innovation in Hotel Services: Culture and Personality. International Journal of Hospitality Management, 30(1), 64–72. https://doi.org/10.1016/j.ijhm.2010.07.00635.Cheng, G. & Chan, D. (2008). Who Suffers More from Job Insecurity? A Meta-Analytic Review. Applied Psychology, 57(2), 272–303. https://doi.org/10.1111/j.1464-0597.2007.00312.x36.Chillakuri, B. & Mahanandia, R. (2018). Generation Z Entering the Workforce: The Need for Sustainable Strategies in Maximizing Their Talent. Human Resource Management International Digest, 26(4), 34–38. https://doi.org/10.1108/HRMID-01-2018-000637.Claver, E., Llopis, J., Gasco, J., Molina, H. & Conca, F. J. (1999). Public Administration: From Bureaucratic Culture to Citizen-Oriented Culture. International Journal of Public Sector Management, 12(5), 455–464. https://doi.org/10.1108/0951355991030022638.Cuyper, N. D., Bernhard-Oettel, C., Berntson, E., Witte, H. D. & Alarco, B. (2008). Employability and Employees’ Well‐Being: Mediation by Job Insecurity. Applied Psychology, 57(3), 488–509. https://doi.org/10.1111/j.1464-0597.2008.00332.x39.Daft, R. L. & Lengel, R. H. (1986). Organizational Information Requirements, Media Richness and Structural Design. Management Science, 32(5), 554–571. https://doi.org/10.1287/mnsc.32.5.55440.Darvishmotevali, M., Huseyin, A. & Kilic, H. (2017). Effect of job insecurity on frontline employee’s performance: Looking through the lends of psychological strains and leverages. International Journal of Contemporary Hospitality Management, 29(6), 1724–1744. https://doi.org/10.1108/IJCHM-12-2015-068341.Davy, J. A. & Kinicki, A. J. (1997). A Test of Job Security’s Direct and Mediated Effects on Withdrawal Cognition. Journal of Organizational Behavior, 18(4), 323–349. https://doi.org/10.1002/(SICI)1099-1379(199707)18:4<323::AID-JOB801>3.0.CO;2-#42.Deci, E. L. & Ryan, R. M. (2000). The “What” and “Why” of Goal Pursuits: Human Needs and the Self-Determination of Behavior. Psychological Inquiry, 11(4), 227–268. https://doi.org/10.1207/S15327965PLI1104_0143.De Jong, J. P. & Den Hartog, D. N. (2010). Measuring Innovative Work Behavior. Creativity and Innovation Management, 19(1), 23–36. https://doi.org/10.1111/j.1467-8691.2010.00547.x44.Destefano, L. (2019). Generation Z in the Workplace. Workforce Institute at Kronos. https://workforceinstitute.org/wp-content/uploads/2019/11/Full-Report-Generation-Z-in-the-Workplace.pdf45.Díaz-martín, A. M., Yagüe, M. J. & Campo, S. (2014). Hotel Innovation and Performance in Times of Crisis. International Journal of Contemporary Hospitality Management, 26(8), 1292–1311. https://doi.org/10.1108/IJCHM-08-2013-037346.Dickinson, D. & Villeval, M. (2008). Does Monitoring Decrease Work Effort?: The Complementarity between Agency and Crowding-out Theories. Games and Economic Behavior, 63(1), 56–76. https://doi.org/10.1016/j.geb.2007.08.00447.Dingel, J. I. & Neiman, B. (2020). How Many Jobs Can Be Done at Home? Journal of Public Economics, 189(2), 104235. https://doi.org/10.1016/j.jpubeco.2020.10423548.DuBrin, A. J. (1991). Comparison of the Job Satisfaction and Productivity of Telecommuters versus In-House Employees: A Research Note on Work in Progress. Psychological Reports, 68(4), 1223–1234. https://doi.org/10.2466/PR0.68.4.1223-123449.Dupont, S. (2015). Move Over Millennials, Here Comes Generation Z: Understanding the ‘New Realists’ Who Are Building the Future. Public Relations Tactics. https://apps.prsa.org/Intelligence/Tactics/Articles/view/11057/1110/Move_Over_Millennials_Here_Comes_Generation_50.Eldor, L. & Shoshani, A. (2017). Are You Being Served? The Relationship between School Climate for Service and Teachers’ Engagement, Satisfaction, and Intention to Leave: A Moderated Mediation Model. The Journal of Psychology Interdisciplinary and Applied, 151(2), 359–378. https://doi.org/10.1080/00223980.2017.129148851.West, M. A. & Farr, J. L. (Eds.). (1990). Innovation and creativity at work: Psychological and organizational strategies. John Wiley & Sons.52.Fernandez, S. & Moldogaziev, T. (2013). Employee empowerment, employee attitudes, and performance: Testing a causal model. Public Administration Review, 73(3), 490–506.53.Frese, M. (2008). The Word Is Out: We Need an ActivePerformance Concept for Modern Workplaces. Industrial and Organizational Psychology, 1(1), 67–69. https://doi.org/10.1111/j.1754-9434.2007.00012.x54.Gabrielova, K. & Buchk, A. A. (2021). Here Comes Generation Z: Millennials as Managers. Business Horizons, 6(4), 489–499.55.Gajendran, R. & Harrison, D. A. (2007). The Good, the Bad, and the Unknown About Telecommuting: Meta-Analysis of Psychological Mediators and Individual Consequences. Journal of Applied Psychology, 92(6), 1524–1541. https://doi.org/10.1037/0021-9010.92.6.152456.Gallouj , F., Weber, K. M., Stare, M. & Rubalcaba, L. (2006). The Futures of the Service Economy in Europe: A Foresight Analysis. Journal of Organizational Behavior, 23(4), 383–480. https://doi.org/10.1002/job.14457.Gilboa, S., Shirom, A., Fried, Y. & Cooper, C. (2008). A meta-analysis of work demand stressors and job performance: Examining main and moderating effects. Personnel Psychology, 61(2), 227–271. https://doi.org/10.1057/9781137310651_1058.Girard, K. (1997). Ditching the Commute. Computerworld, 31(35).59.Greenhalgh, L. & Rosenblatt, Z. (1984). Job Insecurity: Toward Conceptual Clarity. The Academy of Management Review, 9(3), 438–448. https://doi.org/10.5465/AMR.1984.427967360.Grunberg, L., Moore, S. Y. & Greenberg, E. (1998). Work Stress and Problem Alcohol Behavior: A Test of the Spillover Model. Journal of Organizational Behavior, 19(5), 487–502. https://doi.org/10.1002/(SICI)1099-1379(199809)19:5<487::AID-JOB852>3.0.CO;2-Z61.Gschwind, L. & Vargas, O. (2019). Telework and Its Effects in Europe. Telework in the 21st Century, 36–75. https://doi.org/10.4337/9781789903751.0000762.Guglielmi, D., Avanzi, L., Chiesa, R., Mariani, M. G., Bruni, I. & Depolo, M. (2016). Positive aging in demanding workplaces: The gain cycle between job satisfaction and work engagement. Frontiers in Psychology, 7, 1224. https://doi.org/10.3389/fpsyg.2016.0122463.Hackman, J. R. & Oldham, G. R. (1976). Motivation through the Design of Work: Test of a Theory. Organizational Behavior and Human Performance, 16(2), 250–279. https://doi.org/10.1016/0030-5073(76)90016-764.Hair, J. F., Black, B., Babin, B. & Anderson, R. E. (2006). Multivariate Data Analysis (6th ed.). NJ: Pearson Prentice Hall.65.Hakanen, J. J., Perhoniemi, R. & Toppinen-tanner, S. (2008). Positive Gain Spirals at Work: From Job Resources to Work Engagement, Personal Initiative and Work-Unit Innovativeness. Journal of Vocational Behavior, 73(1), 78–91. https://doi.org/10.1016/j.jvb.2008.01.00366.Hammond, M. M., Neff, N. L., Farr, J. L. & Schwall, A. (2011). Predictors of Individual-Level Innovation at Work: A Meta-Analysis. Psychology of Aesthetics Creativity and the Arts, 5(1), 90–105. https://doi.org/10.1037/a001855667.Hartley, J. F., Jacobson, D., Klandermans, P. G. & Vuuren, T. V. (1991). Job Insecurity: Coping with Jobs at Risk. Sage Publications Ltd.68.Hartog, D. D., & Verburg, R. (2004). High Performance Work Systems, Organisational Culture and Firm Effectiveness. Human Resource Management Journal, 14(1), 55–78. https://doi.org/10.1111/j.1748-8583.2004.tb00112.x69.Hayman, J. R. (2009). Flexible Work Arrangements: Exploring the Linkages Between Perceived Usability of Flexible Work Schedules and Work/Life Balance. Community Work & Family Work & Family, 12(3), 327–338. https://doi.org/10.1080/1366880090296633170.Hellgren, J., Sverke, M. & Isaksson, K. S. (1999). A Two-Dimensional Approach to Job Insecurity: Consequences for Employee Attitudes and Well-Being. European Journal of Work and Organizational Psychology, 8(2), 179–195. https://doi.org/10.1080/13594329939831171.Hobfoll, S. B. (1989). Conservation of Resources: A New Attempt at Conceptualizing Stress. American Psychologies, 44(3), 513–524. https://doi.org/10.1037/0003-066X.44.3.51372.Hobfoll, S. E., Freedy, J., Lane, C. & Geller, P. (1990). Conservation of social resources: Social support resource theory. Journal of Social and Personal Relationships, 7(4), 465–478. https://doi.org/10.1177/026540759007400473.Holgersen, H. & Jia, Z. (2021). Who and How Many Can Work from Home? Evidence from Task Descriptions. Journal for Labour Market Research, 55(1), 4–17. https://doi.org/10.1186/s12651-021-00287-z74.Hon, A. H. (2012). Shaping Environments Conductive to Creativity: The Role of Intrinsic Motivation. Cornell Hospitality Quarterly, 53(1), 53–64. https://doi.org/10.1177/193896551142472575.Hossein, S. & Shirazi, Z. R. H. (2021). Towards Teacher Innovative Work Behavior: A Conceptual Model. Cogent Education, 8(1), 1869364. https://doi.org/10.1080/2331186X.2020.186936476.Hulin, C. (1991). Adaptation, persistence, and commitment in organizations. Handbook of industrial and organizational psychology, 445–50577.Jaiswal, D. & Dhar, R. L. (2017). Impact of Human Resources Practices on Employee Creativity in the Hotel Industry: The Impact of Job Autonomy. Journal of Human Resources in Hospitality & Tourism, 16(1), 1–21. https://doi.org/10.1080/15332845.2016.120203578.Janssen, O. (2000). Job Demands, Perceptions of Effort-Reward Fairness and Innovative Work Behavior. Journal of Occupational and Organizational Psychology, 73(3), 287–302. https://doi.org/10.1348/09631790016703879.Janssen, O. (2003) Innovative Behaviour and Job Involvement at the Price of Conflict and Less Satisfactory Relations with Co-Workers. Journal of Occupational and Organizational Psychology, 76(3), 347–64. https://doi.org/10.1348/09631790376964721080.Judge, T. A. & Klinger, R. (2008). Job satisfaction: Subjective well-being at work. The science of subjective well-being, 393-41.81.Kahn, W. A. (1990). Psychological Conditions of Personal Engagement and Disengagement at Work. The Academy of Management Journal, 33(4), 692–724. https://doi.org/10.2307/25628782.Karanika-murray, M., Duncan, N., Pontes, H. M. & Griffiths, M. D. (2015). Organizational Identification, Work Engagement, and Job Satisfaction. Journal of Managerial Psychology, 30(8), 1–17. https://doi.org/10.1108/JMP-11-2013-035983.Kim, S. (2002). Participative Management and Job Satisfaction: Lessons for Management Leadership. Public Administration Review, 62(2), 231–241. https://doi.org/10.1111/0033-3352.0017384.Khazanchi, S., Lewis, M. W. & Boyer, K. K. (2007). Innovation-Supportive Culture: The Impact of Organizational Values on Process Innovation. Journal of Operations Management, 25(4), 871–884. https://doi.org/10.1016/j.jom.2006.08.00385.Kreitner, R. & Kinicki, A. (2010). Organizational Behavior. McGraw-Hill.86.Kuhnert, K. W. & Palmer, D. R. (1991). Job Security, Health, and the Intrinsic and Extrinsic Characteristics of Work. Group & Organization Management, 16(2), 178–192. https://doi.org/10.1177/10596011910160020587.Kupperschmidt, B.R. R. (2000). Multigeneration employees: Strategies for Effective Management. The Health Care Manager, 19, 65-7688.Lanier, K. (2017). 5 Things HR Professionals Need to Know about Generation Z. Strategic HR Review, 16(6), 288–290. https://doi.org/10.1108/SHR-08-2017-005189.Lasfargue, Y. & Fauconnier, S. (2015). 2015 Survey on the impacts of telework. OBERGO.90.Leiter, M. & Maslach, C. (2003). Areas of Worklife: A Structured Approach to Organizational Predictors of Job Burnout. Research in Occupational Stress and Well Being, 3, 91–134. https://doi.org/10.1016/S1479-3555(03)03003-891.Lepold, A., Tanzer, N. K., Bregenzer, A. & Jimenez, P. (2018). The Efficient Measurement of Job Satisfaction: Facet-Items versus Facet Scales. International Journal of Environmental Research and Public Health, 15(7), 1362. https://doi.org/10.3390/ijerph1507136292.Lisbona, A., Palací, F. J., Salanova, M. & Frese, M. (2018). The Effects of Work Engagement and Self-Efficacy on Personal Initiative and Performance. Psicothema, 30(1), 89–96. https://doi.org/10.7334/psicothema2016.24593.Lu, L., Lu, A. C., Gursoy, D. & Neale, N. (2016). Work Engagement, Job Satisfaction, and Turnover Intentions: A Comparison between Supervisors and Line-Level Employees. International Journal of Contemporary Hospitality Management, 28(5), 737–791. https://doi.org/10.1108/IJCHM-07-2014-036094.Lyons, S. (2003). An exploration of generational values in life and at work (Unpublished doctoral dissertation). Carleton University, Ottawa, ON95.Macey, W. & Schneider, B. (2008). The Meaning of Employee Engagement. Industrial and Organizational Psychology, 1(1), 3–30. https://doi.org/10.1111/j.1754-9434.2007.0002.x96.Mahmoud, A. B., Hack-polay, D., Reisel, W. D., Fuxman, L., Grigoriou, N., Mohr, I. & Aizouk, R. (2021). Who’s More Vulnerable? A Generational Investigation of COVID-19 Perceptions’ Effect on Organisational Citizenship Behaviours in the MENA Region: Job Insecurity, Burnout and Job Satisfaction as Mediators. BMC Public Health, 21(1), 1951. https://doi.org/10.1186/s12889-021-11976-297.Mahmoud, A. B. & Reisel, W. D. (2015). Xploring Personal Experience of Wartime Crisis Effects on Job Insecurity in Syria. Psihologia Resurselor Umane, 13(2), 245–256. https://doi.org/10.1111/j.1464-0597.2008.00332.x98.McCrindle, M. (2018). The ABC of XYZ: Understanding the Global Generations (Kindle Edition). McCrindle Research99.Mehta, P. (2021). Work from home-Work engagement amid COVID-19 lockdown and employee happiness. Journal of public affairs, 2709. https://doi.org/10.1002/pa.2709100.MGaha, K. K. (2018). An interpretive phenomenological study of America’s emerging workforce: Exploring Generation Z’s leadership preferences (Master’s thesis). Available from ProQuest Dissertation and theses database (UMI No. 10974750)101.Miron, E., Erez, M. & Naveh, E. (2004). Do personal characteristics and cultural values that promote innovation, quality, and efficiency compete or complement each other? Journal of Organizational Behavior, 25(2), 175–199. https://doi.org/10.1002/job.237102.Mohr, G. B. (2000). The Changing Significance of Different Stressors after the Announcement of Bankruptcy: A Longitudinal Investigation with Special Emphasis on Job Insecurity. Journal of Organizational Behavior, 21(3), 337–359. https://doi.org/10.1002/%28SICI%291099-1379%28200005%2921%3A3%3C337%3A%3AAID-JOB18%3E3.0.CO%3B2-G103.Monteiro, N. P, Straume, O. R. & Valente, M. (2019). Does Remote Work Improve or Impair Firm Labour Productivity? Longitudinal Evidence from Portugal. CESifo Working Paper Series, 7991.104.Morahan, G. (2019). Gen Z Graduates Value Work-Life Balance over Career Progression. Extra.ie. https://workforceinstitute.org/wp-content/uploads/2019/11/Full-Report-Generation-Z-in-the-Workplace.pdf105.Newstrom, J. W. & Davis, K. (2002). Organizational Behavior : Human Behavior at Work (11th ed.). McGraw-Hill.106.Nilles, J. (1975). Telecommunications and Organizational Decentralization. IEEE Transactions on Communications, 23(10), 1142–1147. https://doi.org/10.1109/TCOM.1975.1092687107.Nunnally, J. C. (1978). Psychometric Theory (2nd ed.). McGraw-Hill.108.OECD. (2020). COVID-19 Crisis Response in MENA Countries. OECD. https://www.oecd.org/coronavirus/policy-responses/covid-19-crisis-response-in-mena-countries-4b366396/109.Ohly, S., Sonnentag, S. & Pluntke, F. (2006). Routinization, work characteristics and their relationships with creative and proactive behaviors. Journal of Organizational Behavior, 27(3), 257–279. https://doi.org/10.1002/job.376110.Ojala, S. (2011). Supplemental Work at Home among Finnish Wage Earners: Involuntary Overtime or Taking the Advantage of Flexibility?. Nordic Journal of Working Life Studies, 1(2), 77–97. https://doi.org/10.19154/njwls.v1i2.2346111.Özkan, M. & Yılmaz, B. (2015). The Changing Face of the Employees – Generation Z and Their Perceptions of Work (A Study Applied to University Students). Procedia Economics and Finance, 26, 476–483. https://doi.org/10.1016/S2212-5671(15)00876-X112.Park, S., Jo, S. J. & Park, C. K. (2019). The Influence of Hierarchical Organizational Culture, Supportive Environment and Sexual Harassment on Korean Women’s Work-to-Family Enrichment. European Journal of Training and Development, 43(3), 398–414. https://doi.org/10.1108/EJTD-09-2018-0095113.Parker, C., Baltes, B., Young, S. A. & Huff, J. W. (2003). Relationships between Psychological Climate Perceptions and Work Outcomes: A Meta-Analytic Review. Journal of Organizational Behavior, 24(4), 389–416. https://doi.org/10.1002/job.198114.Pataki-Bitto, F. & Kapusy, K. (2021). Work Environment Transformation in the Post COVID-19 Based on Work Values of the Future Workforce. Journal of Corporate Real Estate, 23(3), 151–169. https://doi.org/10.1108/jcre-08-2020-0031115.Patel, D. (2018). The Top 5 Traits Gen Z Looks For In Leaders. Forbes. https://www.forbes.com/sites/deeppatel/2017/08/27/the-top-5-traits-gen-z-looks-for-in-leaders/?sh=75c40ef8609d116.Peters , P., Dulk, L., & Lippe, T. (2009). The Effects of Time-Spatial Flexibility and New Working Conditions on Employees’ Work–Life Balance: The Dutch Case. Community Work & Family, 12(3), 279–297. https://doi.org/10.1080/13668800902968907117.Pfisterer, S., Streim, A. & Hampe, K. (2013). Work 3.0 – Work in the Digital World. Bitkom. https://www.bitkom.org/sites/default/files/file/import/Studie-Arbeit-30.pdf118.Probst, T. M. (2002). The impact of job insecurity on employee work attitudes, job adaptation, and organizational withdrawal behaviors. The psychology of work: Theoretically based empirical research, 141–168.119.Probst, T. M. & Brubaker, T. L. (2001). The effects of job insecurity on employee safety outcomes: Cross‐sectional and longitudinal explorations. Journal of Occupational Health Psychology, 6(2), 139–159. https:// doi.org/10.1037//1076‐8998.6.2.139120.Ramamoorthy, N., Flood, P. C., Slattery, T. & Sardessai, R. (2005). Determinants of Innovative Work Behaviour: Development and Test of an Integrated Model. Creativity and Innovation Management, 14(2), 142–150. https://doi.org/10.1111/j.1467-8691.2005.00334.x121.Ramlall, S. (2003). Managing employee retention as strategy for increasing organizational competitiveness. Applied Human Resource Management Research, 8, 63– 72.122.Richman, A. L., Civian, J., Shannon, L. L., Hill, E. J. & Brennan, R. T. (2008). The Relationship of Perceived Flexibility, Supportive Work-Life Policies, and Use of Formal Flexible Arrangements and Occasional Flexibility to Employee Engagement and Expected Retention. Community Work & Family, 11(2), 183–197. https://doi.org/10.1080/13668800802050350123.Robinson, S. L. (1996). Trust and Breach of the Psychological Contract. Administrative Science Quarterly, 41(4), 574–599. https://doi.org/10.2307/2393868124.Robbins, S. P. & Judge, T. (2013). Organizational Behavior (15th ed.). Pearson Education.125.Saks, A. M. (2006). Antecedents and Consequences of Employee Engagement. Journal of Managerial Psychology, 21(7), 600–619.126.Salanova, M. & Schaufeli, W. B. (2008). Work Engagement as a Mediator between Job Resources and Proactive Behaviour: A Cross-National Study. The International Journal of Human Resource Management, 19(1), 116–131. https://doi.org/10.1080/09585190701763982127.Schaufeli, W. B., Bakker, A. B. & Salanova, M. (2006). The Measurement of Work Engagement With a Short QuestionnaireA Cross-National Study. Educational and Psychological Measurement, 66(4), 701–716. https://doi.org/10.1177/001316440528247128.Schaufeli, W. B., Salanova, M., González-Roma, V. & Bakker, A. B. (2002). The measurement of engagement and burnout:Aconfirmative analytic approach. Journal of Happiness Studies, 3(1), 71–92. https://doi.org/10.1023/A:1015630930326129.Schaufeli, W. B., Shimazu, A., Hakanen, J. J., Salanova, M. & Witte, H. D. (2017). An Ultra-Short Measure for Work Engagement: The UWES-3 Validation Across Five Countries. European Journal of Psychological Assessment, 35(4), 1–15. https://doi.org/10.1027/1015-5759/a000430130.Schawbel, D. (2014). Gen Y and Gen Z Global Workplace Expectations Study. WORKPLACE INTELLIGENCE. http://workplaceintelligence.com/geny-genz-global-workplace-expectations-study/131.Schein, E. H. (1985). Organizational Culture and Leadership. Massachusetts Institute of Technology (MIT) - Sloan School of Management.132.Scott, R. (2016). Get ready for generation Z. Forbes. https://www.forbes.com/sites/causeintegration/2016/11/28/get-ready-for-generation-z/?sh=46fd23d12204133.Seemiller, C. & Grace, M. (2017). Generation Z: Educating and Engaging the Next Generation of Students. About Campus, 22(3), 21–26. https://doi.org/https://doi.org/10.1002/abc.21293134.Shamir, B. & Salomon, I. (1985). Work-At-Home and the Quality of Working Life. The Academy of Management Review, 10(3), 455– 464. https://doi.org/10.2307/258127135.Shatto, B. & Erwin, K. (2016). Moving on from millennials: Preparing for generation Z. The Journal of Continuing Education in Nursing, 47(6), 253–254. https://doi.org/10.3928/00220124-20160518-05136.Siha, S. & Monroe, R. (2006). Telecommuting’s Past and Future: A Literature Review and Research Agenda. Business Process Management Journal, 12(4), 455–482.137.Slåtten, T. & Mehmetoglu, M. (2011). What Are the Drivers for Innovative Behavior in Frontline Jobs? A Study of the Hospitality Industry in Norway. Journal of Human Resources in Hospitality & Tourism, 10(3), 254–272. https://doi.org/10.1080/15332845.2011.555732138.Smith, G. P. (2003). The New Leader: Bringing Creativity and Innovation to the Workforce. CYC International Publications.139.Smith, P. C., Kendall, L. & Hulin, C. L. (1969). The Measurement of Satisfaction in Work and Retirement. Rand McNally.140.Spiegelaere, S. D., Gyes, G. V. & Hootegem, G. V. (2016). Article Not All Autonomy Is the Same. Different Dimensions of Job Autonomy and Their Relation to Work Engagement & Innovative Work Behavior: Not All Autonomy Is the Same. Human Factors and Ergonomics in Manufacturing, 26(4), 515-527. https://doi.org/10.1002/hfm.20666141.Spiegelaere, S. D., Gyes, G. V., Witte, H. D. & Niesen, W. (2014). On the Relation of Job Insecurity, Job Autonomy, Innovative Work Behaviour and the Mediating Effect of Work Engagement. Creativity and Innovation Management, 23(3), 318-330. https://doi.org/10.1111/caim.12079142.Standen, P., Daniels, K. & Lamond, D. (1999). The Home as a Workplace: Work–Family Interaction and Psychological Well-Being in Telework. Journal of Occupational Health Psychology, 4(4), 368–381. https://doi.org/10.1037/1076-8998.4.4.368143.Suharno, S. & Sarjana, P. K. (2017). The Effect of Work Environment, Leadership Style, and Organizational Culture towards Job Satisfaction and Its Implication towards Employee Performance in Parador Hotels and Resorts, Indonesia. International Journal of Law and Management, 59(7), 1337–1358. https://doi.org/10.1108/IJLMA-10-2016-0085144.Sverke, M. & Hellgren, J. (2002). The Nature of Job Insecurity: Understanding Employment Uncertainty on the Brink of a New Millennium. Applied Psychology, 51(1), 23–42. https://doi.org/10.1111/1464-0597.0077z145.Sverke, M., Hellgren, J. & Naswall, K. (2002). No Security: A Meta-Analysis and Review of Job Insecurity and Its Consequences. Journal of Occupational Health Psychology, 7(3), 242–264. https://doi.org/10.1037/1076-8998.7.3.242146.Ten brummelhuis, L. L., Bakker, A. B., Hetland, J. & Keulemans, L. (2013). Do New Ways of Working Foster Work Engagement? Psicothema, 24(1), 113–120.147.Titko, J., Svirina, A., Skvarciany, V. & Shina, I. (2020). Values of young employees: Z-generation perception. Business: Theory and Practice, 21(1), 10-17. https://doi.org/10.3846/btp.2020.11166148.Ugargol, J. D. & Patrick, H. (2018). The Relationship of Workplace Flexibility to Employee Engagement among Information Technology Employees in India. South Asian Journal of Human Resources Management, 5(50), 40–55. https://doi.org/10.1177/2322093718767469149.Vallières, F., Mcauliffe, E., Hyland, P., Galligan, M. C. & Ghee, A. E. (2017). Measuring Work Engagement among Community Health Workers in Sierra Leone: Validating the Utrecht Work Engagement Scale. Journal of Work and Organizational Psychology, 33(1), 41-46. https://doi.org/10.1016/j.rpto.2016.12.001150.Vuuren, C. V. & Klandermans, P. G. (1990). Individual Reactions to Job Insecurity: An Integrated Model. European Perspectives in Psychology, 3, 133–146.151.Walrave, M. & De bie, M. (2005). TELEWORKING HOME OR CLOSE TO HOME. Https://Www.Esf-Vlaanderen.Be/. https://www.esf-vlaanderen.be/sites/default/files/attachments/articles/teleworkhome.pdf152.Wallach, E. J. (1983). Individuals and Organizations: The Cultural Match. Training and Development Journal, 37, 28–36.153.Wang, Y. X., Yang, Y. J., Wang, Y. & Su, D. (2019). The Mediating Role of Inclusive Leadership: Work Engagement and Innovative Behavior among Chinese Head Nurses. Journal of Nursing Management, 27(5), 688–696. https://doi.org/10.1111/jonm.12754154.Watad, M. & Will, P. C. (2003). Telecommuting and Organizational Change: A Middle-Managers’ Perspective. Business Process Management Journal, 9(4), 459–472. 10.1108/14637150310484517155.West, M. A. (2002). Sparkling Fountains or Stagnant Ponds: An Integrative Model of Creativity and Innovation Implementation in Work Groups. Journal of Occupational and Organizational Psychology, 51(3), 355–387. https://doi.org/10.1111/1464-0597.00951156.Wheatley, D. (2016). Employee Satisfaction and Use of Flexible Working Arrangements. Work Employment and Society, 31(4), 567–585. https://doi.org/10.1177/0950017016631447157.Whyman, P. B., Baimbridge, M., Buraimo, B. A. & Petrescu, A. (2014). Workplace Flexibility Practices and Corporate Performance: Evidence from the British Private Sector. British Journal of Management, 26(3), 347–364. https://doi.org/10.1111/1467-8551.12051158.Wiedmer, T. (2015). Generations Do Differ: Best Practices in Leading Traditionalists, Boomers, and Generations X, Y, and Z. Delta Kappa Gamma Bulletin, 82(1), 51–58.159.Williams, A. (2015). Move over, Millennials, Here Comes Generation Z. The New York Times. https://www.nytimes.com/2015/09/20/fashion/move-over-millennials-here-comes-generation-z.html160.Witte, H. D. (2005). Job insecurity: Review of the international literature on definitions, prevalence, antecedents and consequences. SA Journal of Industrial Psychology, 31(4), 1–6. https://doi.org/10.4102/sajip. v31i4.200161.Wu, Y. J. & Wu, T. J. (2019). Innovative Work Behaviors, Employee Engagement, and Surface Acting: A Delineation of Supervisor-Employee Emotional Contagion Effects. Management Decision, 57(11), 3200–3216. https://doi.org/10.1108/MD-02-2018-0196162.Xu, Y., Liu, D. & Tang, D. S. (2022). Decent Work and Innovative Work Behaviour: Mediating Roles of Work Engagement, Intrinsic Motivation and Job Self‐efficacy. Creativity and Innovation Management, 31(1), 49–63. https://doi.org/10.1111/caim.12480163.Yang, L., Jaffe, S., Suri, S., Holtz, D., Sinha, S., Weston, J., … Teevan, J. (2011). The Effects of Remote Work on Collaboration among Information Workers. Journal of Human Resources in Hospitality & Tourism, 10(3), 254–272. https://doi.org/10.1038/s41562-021-01196-4164.Yu, H. & Miller, P. (2003). The Generation Gap and Cultural Influence: A Taiwan Empirical Investigation. Cross Cultural Management: An International Journal, 10(3), 23–41. zh_TW dc.identifier.doi (DOI) 10.6814/NCCU202200493 en_US
