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題名 Y世代和Z世代職場態度差異之研究
A Comparison between Generation Y and Generation Z Employees in their Workplace Attitudes
作者 楊尚融
Yang, Shang-Jung
貢獻者 胡昌亞
Hu, Chang-Ya
楊尚融
Yang, Shang-Jung
關鍵詞 Y世代
Z世代
離職意圖
工作滿意度
工作生活平衡
外在動機
內在動機
Generation Y
Generation Z
Turnover intention
Job satisfaction
Work-life balance
Extrinsic motivation
Intrinsic motivation
日期 2023
上傳時間 1-Feb-2023 14:07:57 (UTC+8)
摘要 本研究目的為了解甫進入職場的新世代——Z世代（1995年後出生）工作者，與Y世代（1981至1994年出生）工作者之工作態度（離職意圖、工作滿意度、工作生活平衡、外在動機與內在動機）有無差異，並探討世代是否調節工作態度與離職意圖之關係。本研究以網路問卷進行調查，共獲得211份Y世代與195份Z世代之有效問卷。根據獨立樣本 t 檢定之分析結果發現，兩個世代在前述工作態度並無達顯著差異；而透過多元迴歸分析則發現世代對於工作生活平衡與離職意圖之關係有調節效果。此外，工作滿意度對於兩個世代的離職意圖之影響皆有負相關之顯著效果；而工作生活平衡僅對於Z世代的離職意圖有顯著的負向關係。作者依據本研究結果提供未來管理實務建議。
This study examines the potential generational differences between Generation Y and Generation Z in workplace attitudes (job satisfaction, work-life balance, intrinsic motivation, extrinsic motivation, and turnover intention). In addition, the study investigates whether employee generation moderates the relationship between work attitudes and turnover intention. Using an online survey, 406 valid observations were obtained (211 Generation Y and 195 Generation Z) for data analyses. The results of t-tests suggest no generational differences in the surveyed work attitudes. However, results of hierarchical multiple regression analyses suggest that employee generation moderates the relationship between work-life balance and turnover intention. Specifically, the negative relationship between work-life balance and turnover intention is only found in generation Z. Limitations and managerial implications of the study findings are discussed.
參考文獻 Aggarwal, A., Sadhna, P., Gupta, S., Mittal, A., & Rastogi, S. (2022). Gen Z entering the workforce: Restructuring HR policies and practices for fostering the task performance and organizational commitment. Journal of Public Affairs, 22, e2535. https://doi.org/10.1002/pa.2535
Allen, T. D., Herst, D. E. L., Bruck, C. S., & Sutton, M. (2000). Consequences associated with work-to-family conflict: A review and agenda for future research. Journal of Occupational Health Psychology, 5, 278-308. https://doi.org/10.1037/1076-8998.5.2.278
Bolser, K., & Gosciej, R. (2015). Millennials: Multi-generational leaders staying connected. Journal of Practical Consulting, 5, 1-9.
Bothma Chris, F. C., & Roodt, G. (2013). The validation of the turnover intention scale: Original research. SA Journal of Human Resource Management, 11, 1-12. https://doi.org/10.4102/sajhrm.v11i1.507
Brough, P., Timms, C., O`Driscoll, M. P., Kalliath, T., Siu, O.-L., Sit, C., & Lo, D. (2014). Work–life balance: A longitudinal evaluation of a new measure across Australia and New Zealand workers. The International Journal of Human Resource Management, 25, 2724-2744. https://doi.org/10.1080/09585192.2014.899262
Cammann, C. (1983). Assessing the attitudes and perceptions of organizational members. Assessing organizational change: A guide to methods, measures, and practices, 71-138.
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, 227-268. https://doi.org/10.1207/S15327965PLI1104_01
Diana Purba, S., & Ananta, A. (2018). The effects of work passion, work engagement and job satisfaction on turn over intention of the millennial generation. Jurnal Manajemen dan Pemasaran Jasa, 11, 263. https://doi.org/10.25105/jmpj.v11i2.2954
Gaidhani, S., Arora, D., & Sharma, B. (2019). Understanding the attitude of Generation Z towards workplace. 9.
Goh, E., & Okumus, F. (2020). Avoiding the hospitality workforce bubble: Strategies to attract and retain Generation Z talent in the hospitality workforce. Tourism Management Perspectives, 33, 100603. https://doi.org/10.1016/j.tmp.2019.100603
Haar, J. M. (2013). Testing a new measure of work–life balance: a study of parent and non-parent employees from New Zealand. The International Journal of Human Resource Management, 24, 3305-3324. https://doi.org/10.1080/09585192.2013.775175
Lanier, K. (2017). 5 things HR professionals need to know about Generation Z. Strategic HR Review, 16, 288-290. https://doi.org/10.1108/SHR-08-2017-0051
Locke, E. A. (1969). What is job satisfaction? Organizational Behavior and Human Performance, 4, 309-336. https://doi.org/10.1016/0030-5073(69)90013-0
Lu, A. C. C., & Gursoy, D. (2013). Impact of job burnout on satisfaction and turnover intention: Do generational differences matter? Journal of Hospitality & Tourism Research, 40, 210-235. https://doi.org/10.1177/1096348013495696
Maloni, M., Hiatt, M. S., & Campbell, S. (2019). Understanding the work values of Gen Z business students. The International Journal of Management Education, 17, 100320. https://doi.org/10.1016/j.ijme.2019.100320
Mat Zain, N. H., Johari, S. N., Abdul Aziz, S. R., Ibrahim Teo, N. H., Ishak, N. H., & Othman, Z. (2021). Winning the needs of the Gen Z: Gamified health awareness campaign in defeating COVID-19 pandemic. Procedia Computer Science, 179, 974-981. https://doi.org/10.1016/j.procs.2021.01.087
Park, J., & Min, H. (2020). Turnover intention in the hospitality industry: A meta-analysis. International Journal of Hospitality Management, 90, 102599. https://doi.org/10.1016/j.ijhm.2020.102599
Pichler, S., Kohli, C., & Granitz, N. (2021). DITTO for Gen Z: A framework for leveraging the uniqueness of the new generation. Business Horizons, 64, 599-610. https://doi.org/10.1016/j.bushor.2021.02.021
Pu, B., Ji, S., & Sang, W. (2022). Effects of customer incivility on turnover intention in China’s hotel employees: A chain mediating model. Journal of Hospitality and Tourism Management, 50, 327-336. https://doi.org/10.1016/j.jhtm.2022.02.004
Pulevska-Ivanovska, L., Postolov, K., Janeska-Iliev, A., & Magdinceva Sopova, M. (2017). Establishing balance between professional and private life of generation Z. Research in Physical Education, Sport and Health, 6, 3-10.
Qiu, H., Haobin Ye, B., Hung, K., & York, Q. Y. (2015). Exploring antecedents of employee turnover intention – Evidence of China’s hotel industry. Journal of China Tourism Research, 11, 53-66. https://doi.org/10.1080/19388160.2014.908756
Rani, N., & Samuel, A. (2016). A study on generational differences in work values and person-organization fit and its effect on turnover intention of Generation Y in India. Management Research Review, 39, 1695-1719. https://doi.org/10.1108/MRR-10-2015-0249
Real, K., Mitnick, A. D., & Maloney, W. F. (2010). More similar than different: Millennials in the U. S. building trades. Journal of Business and Psychology, 25, 303-313. https://doi.org/10.1007/s10869-010-9163-8
Sakdiyakorn, M., Golubovskaya, M., & Solnet, D. (2021). Understanding Generation Z through collective consciousness: Impacts for hospitality work and employment. International Journal of Hospitality Management, 94, 102822. https://doi.org/10.1016/j.ijhm.2020.102822
Sin, W. W. I., Lin, K. J., Fong, L. H. N., & Law, R. (2022). Turnover and retention of Generation Z during probation in hospitality: The case of Macao. Journal of Hospitality & Tourism, 20, 72-89.
Suganda, U. K. (2022). Reducing turnover intention: The mediating role of work-life balance and organizational commitment. International Journal of Business Ecosystem & Strategy (2687-2293), 4, 01-12. https://doi.org/10.36096/ijbes.v4i3.344
Suifan, T., Abdallah, A., & Diab, H. (2016). The influence of work life balance on turnover intention in private hospitals: The mediating role of work life conflict. European Journal of Business and Management, 8, 126-139.
Tulgan, B. (2013). Meet Generation Z: The second generation within the giant "Millennial" cohort. Rainmaker Thinking, 125, 1-13.
Turner, A. (2015). Generation Z: Technology and social interest. The Journal of Individual Psychology, 71, 103-113. https://doi.org/10.1353/jip.2015.0021
Twenge, J. M., Campbell, S. M., Hoffman, B. J., & Lance, C. E. (2010). Generational differences in work values: Leisure and extrinsic values increasing, social and intrinsic values decreasing. Journal of Management, 36, 1117-1142. https://doi.org/10.1177/0149206309352246
描述 碩士
國立政治大學
企業管理研究所(MBA學位學程)
109363051
資料來源 http://thesis.lib.nccu.edu.tw/record/#G0109363051
資料類型 thesis
dc.contributor.advisor 胡昌亞zh_TW
dc.contributor.advisor Hu, Chang-Yaen_US
dc.contributor.author (Authors) 楊尚融zh_TW
dc.contributor.author (Authors) Yang, Shang-Jungen_US
dc.creator (作者) 楊尚融zh_TW
dc.creator (作者) Yang, Shang-Jungen_US
dc.date (日期) 2023en_US
dc.date.accessioned 1-Feb-2023 14:07:57 (UTC+8)-
dc.date.available 1-Feb-2023 14:07:57 (UTC+8)-
dc.date.issued (上傳時間) 1-Feb-2023 14:07:57 (UTC+8)-
dc.identifier (Other Identifiers) G0109363051en_US
dc.identifier.uri (URI) http://nccur.lib.nccu.edu.tw/handle/140.119/143193-
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) 109363051zh_TW
dc.description.abstract (摘要) 本研究目的為了解甫進入職場的新世代——Z世代（1995年後出生）工作者，與Y世代（1981至1994年出生）工作者之工作態度（離職意圖、工作滿意度、工作生活平衡、外在動機與內在動機）有無差異，並探討世代是否調節工作態度與離職意圖之關係。本研究以網路問卷進行調查，共獲得211份Y世代與195份Z世代之有效問卷。根據獨立樣本 t 檢定之分析結果發現，兩個世代在前述工作態度並無達顯著差異；而透過多元迴歸分析則發現世代對於工作生活平衡與離職意圖之關係有調節效果。此外，工作滿意度對於兩個世代的離職意圖之影響皆有負相關之顯著效果；而工作生活平衡僅對於Z世代的離職意圖有顯著的負向關係。作者依據本研究結果提供未來管理實務建議。zh_TW
dc.description.abstract (摘要) This study examines the potential generational differences between Generation Y and Generation Z in workplace attitudes (job satisfaction, work-life balance, intrinsic motivation, extrinsic motivation, and turnover intention). In addition, the study investigates whether employee generation moderates the relationship between work attitudes and turnover intention. Using an online survey, 406 valid observations were obtained (211 Generation Y and 195 Generation Z) for data analyses. The results of t-tests suggest no generational differences in the surveyed work attitudes. However, results of hierarchical multiple regression analyses suggest that employee generation moderates the relationship between work-life balance and turnover intention. Specifically, the negative relationship between work-life balance and turnover intention is only found in generation Z. Limitations and managerial implications of the study findings are discussed.en_US
dc.description.tableofcontents 1 INTRODUCTION 1
2 LITERATURE REVIEW 3
2.1 GENERATION Z AND GENERATION DIFFERENCES 3
2.2 WORK ATTITUDES 5
2.3 THE MODERATING ROLE OF GENERATION BETWEEN WORK ATTITUDES AND TURNOVER INTENTION 9
3 RESEARCH METHOD 11
3.1 RESEARCH MODEL AND HYPOTHESIS 11
3.2 PARTICIPANTS AND PROCEDURE 12
3.3 MEASURE 14
4 RESULTS 17
4.1 PRELIMINARY RESULTS 17
4.2 HYPOTHESIS TESTING 17
5 DISCUSSION 26
5.1 DISCUSSION AND MANAGERIAL IMPLICATION 26
5.2 LIMITATIONS AND DIRECTIONS FOR FUTURE RESEARCH 28
5.3 COMPLEMENTARY ANALYSIS 30
REFERENCES 32		zh_TW
dc.format.extent 1061604 bytes-
dc.format.mimetype application/pdf-
dc.source.uri (資料來源) http://thesis.lib.nccu.edu.tw/record/#G0109363051en_US
dc.subject (關鍵詞) Y世代zh_TW
dc.subject (關鍵詞) Z世代zh_TW
dc.subject (關鍵詞) 離職意圖zh_TW
dc.subject (關鍵詞) 工作滿意度zh_TW
dc.subject (關鍵詞) 工作生活平衡zh_TW
dc.subject (關鍵詞) 外在動機zh_TW
dc.subject (關鍵詞) 內在動機zh_TW
dc.subject (關鍵詞) Generation Yen_US
dc.subject (關鍵詞) Generation Zen_US
dc.subject (關鍵詞) Turnover intentionen_US
dc.subject (關鍵詞) Job satisfactionen_US
dc.subject (關鍵詞) Work-life balanceen_US
dc.subject (關鍵詞) Extrinsic motivationen_US
dc.subject (關鍵詞) Intrinsic motivationen_US
dc.title (題名) Y世代和Z世代職場態度差異之研究zh_TW
dc.title (題名) A Comparison between Generation Y and Generation Z Employees in their Workplace Attitudesen_US
dc.type (資料類型) thesisen_US
dc.relation.reference (參考文獻) Aggarwal, A., Sadhna, P., Gupta, S., Mittal, A., & Rastogi, S. (2022). Gen Z entering the workforce: Restructuring HR policies and practices for fostering the task performance and organizational commitment. Journal of Public Affairs, 22, e2535. https://doi.org/10.1002/pa.2535
Allen, T. D., Herst, D. E. L., Bruck, C. S., & Sutton, M. (2000). Consequences associated with work-to-family conflict: A review and agenda for future research. Journal of Occupational Health Psychology, 5, 278-308. https://doi.org/10.1037/1076-8998.5.2.278
Bolser, K., & Gosciej, R. (2015). Millennials: Multi-generational leaders staying connected. Journal of Practical Consulting, 5, 1-9.
Bothma Chris, F. C., & Roodt, G. (2013). The validation of the turnover intention scale: Original research. SA Journal of Human Resource Management, 11, 1-12. https://doi.org/10.4102/sajhrm.v11i1.507
Brough, P., Timms, C., O`Driscoll, M. P., Kalliath, T., Siu, O.-L., Sit, C., & Lo, D. (2014). Work–life balance: A longitudinal evaluation of a new measure across Australia and New Zealand workers. The International Journal of Human Resource Management, 25, 2724-2744. https://doi.org/10.1080/09585192.2014.899262
Cammann, C. (1983). Assessing the attitudes and perceptions of organizational members. Assessing organizational change: A guide to methods, measures, and practices, 71-138.
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, 227-268. https://doi.org/10.1207/S15327965PLI1104_01
Diana Purba, S., & Ananta, A. (2018). The effects of work passion, work engagement and job satisfaction on turn over intention of the millennial generation. Jurnal Manajemen dan Pemasaran Jasa, 11, 263. https://doi.org/10.25105/jmpj.v11i2.2954
Gaidhani, S., Arora, D., & Sharma, B. (2019). Understanding the attitude of Generation Z towards workplace. 9.
Goh, E., & Okumus, F. (2020). Avoiding the hospitality workforce bubble: Strategies to attract and retain Generation Z talent in the hospitality workforce. Tourism Management Perspectives, 33, 100603. https://doi.org/10.1016/j.tmp.2019.100603
Haar, J. M. (2013). Testing a new measure of work–life balance: a study of parent and non-parent employees from New Zealand. The International Journal of Human Resource Management, 24, 3305-3324. https://doi.org/10.1080/09585192.2013.775175
Lanier, K. (2017). 5 things HR professionals need to know about Generation Z. Strategic HR Review, 16, 288-290. https://doi.org/10.1108/SHR-08-2017-0051
Locke, E. A. (1969). What is job satisfaction? Organizational Behavior and Human Performance, 4, 309-336. https://doi.org/10.1016/0030-5073(69)90013-0
Lu, A. C. C., & Gursoy, D. (2013). Impact of job burnout on satisfaction and turnover intention: Do generational differences matter? Journal of Hospitality & Tourism Research, 40, 210-235. https://doi.org/10.1177/1096348013495696
Maloni, M., Hiatt, M. S., & Campbell, S. (2019). Understanding the work values of Gen Z business students. The International Journal of Management Education, 17, 100320. https://doi.org/10.1016/j.ijme.2019.100320
Mat Zain, N. H., Johari, S. N., Abdul Aziz, S. R., Ibrahim Teo, N. H., Ishak, N. H., & Othman, Z. (2021). Winning the needs of the Gen Z: Gamified health awareness campaign in defeating COVID-19 pandemic. Procedia Computer Science, 179, 974-981. https://doi.org/10.1016/j.procs.2021.01.087
Park, J., & Min, H. (2020). Turnover intention in the hospitality industry: A meta-analysis. International Journal of Hospitality Management, 90, 102599. https://doi.org/10.1016/j.ijhm.2020.102599
Pichler, S., Kohli, C., & Granitz, N. (2021). DITTO for Gen Z: A framework for leveraging the uniqueness of the new generation. Business Horizons, 64, 599-610. https://doi.org/10.1016/j.bushor.2021.02.021
Pu, B., Ji, S., & Sang, W. (2022). Effects of customer incivility on turnover intention in China’s hotel employees: A chain mediating model. Journal of Hospitality and Tourism Management, 50, 327-336. https://doi.org/10.1016/j.jhtm.2022.02.004
Pulevska-Ivanovska, L., Postolov, K., Janeska-Iliev, A., & Magdinceva Sopova, M. (2017). Establishing balance between professional and private life of generation Z. Research in Physical Education, Sport and Health, 6, 3-10.
Qiu, H., Haobin Ye, B., Hung, K., & York, Q. Y. (2015). Exploring antecedents of employee turnover intention – Evidence of China’s hotel industry. Journal of China Tourism Research, 11, 53-66. https://doi.org/10.1080/19388160.2014.908756
Rani, N., & Samuel, A. (2016). A study on generational differences in work values and person-organization fit and its effect on turnover intention of Generation Y in India. Management Research Review, 39, 1695-1719. https://doi.org/10.1108/MRR-10-2015-0249
Real, K., Mitnick, A. D., & Maloney, W. F. (2010). More similar than different: Millennials in the U. S. building trades. Journal of Business and Psychology, 25, 303-313. https://doi.org/10.1007/s10869-010-9163-8
Sakdiyakorn, M., Golubovskaya, M., & Solnet, D. (2021). Understanding Generation Z through collective consciousness: Impacts for hospitality work and employment. International Journal of Hospitality Management, 94, 102822. https://doi.org/10.1016/j.ijhm.2020.102822
Sin, W. W. I., Lin, K. J., Fong, L. H. N., & Law, R. (2022). Turnover and retention of Generation Z during probation in hospitality: The case of Macao. Journal of Hospitality & Tourism, 20, 72-89.
Suganda, U. K. (2022). Reducing turnover intention: The mediating role of work-life balance and organizational commitment. International Journal of Business Ecosystem & Strategy (2687-2293), 4, 01-12. https://doi.org/10.36096/ijbes.v4i3.344
Suifan, T., Abdallah, A., & Diab, H. (2016). The influence of work life balance on turnover intention in private hospitals: The mediating role of work life conflict. European Journal of Business and Management, 8, 126-139.
Tulgan, B. (2013). Meet Generation Z: The second generation within the giant "Millennial" cohort. Rainmaker Thinking, 125, 1-13.
Turner, A. (2015). Generation Z: Technology and social interest. The Journal of Individual Psychology, 71, 103-113. https://doi.org/10.1353/jip.2015.0021
Twenge, J. M., Campbell, S. M., Hoffman, B. J., & Lance, C. E. (2010). Generational differences in work values: Leisure and extrinsic values increasing, social and intrinsic values decreasing. Journal of Management, 36, 1117-1142. https://doi.org/10.1177/0149206309352246		zh_TW