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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.2535Allen, 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/10.1037/1076-8998.5.2.278Bolser, 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.v11i1.507Brough, 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/10.1080/09585192.2014.899262Cammann, 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_01Diana 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.v11i2.2954Gaidhani, 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.2019.100603Haar, 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/10.1080/09585192.2013.775175Lanier, K. (2017). 5 things HR professionals need to know about Generation Z. Strategic HR Review, 16, 288-290. https://doi.org/10.1108/SHR-08-2017-0051Locke, E. A. (1969). What is job satisfaction? Organizational Behavior and Human Performance, 4, 309-336. https://doi.org/10.1016/0030-5073(69)90013-0Lu, 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/10.1177/1096348013495696Maloni, 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.2019.100320Mat 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.2021.01.087Park, 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.2020.102599Pichler, 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.2021.02.021Pu, 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.2022.02.004Pulevska-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/10.1080/19388160.2014.908756Rani, 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-10-2015-0249Real, 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/s10869-010-9163-8Sakdiyakorn, 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.2020.102822Sin, 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.v4i3.344Suifan, 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.2015.0021Twenge, 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-Ya en_US dc.contributor.author (Authors) 楊尚融 zh_TW dc.contributor.author (Authors) Yang, Shang-Jung en_US dc.creator (作者) 楊尚融 zh_TW dc.creator (作者) Yang, Shang-Jung en_US dc.date (日期) 2023 en_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) G0109363051 en_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) 109363051 zh_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 12 LITERATURE REVIEW 32.1 GENERATION Z AND GENERATION DIFFERENCES 32.2 WORK ATTITUDES 52.3 THE MODERATING ROLE OF GENERATION BETWEEN WORK ATTITUDES AND TURNOVER INTENTION 93 RESEARCH METHOD 113.1 RESEARCH MODEL AND HYPOTHESIS 113.2 PARTICIPANTS AND PROCEDURE 123.3 MEASURE 144 RESULTS 174.1 PRELIMINARY RESULTS 174.2 HYPOTHESIS TESTING 175 DISCUSSION 265.1 DISCUSSION AND MANAGERIAL IMPLICATION 265.2 LIMITATIONS AND DIRECTIONS FOR FUTURE RESEARCH 285.3 COMPLEMENTARY ANALYSIS 30REFERENCES 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/#G0109363051 en_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 Y en_US dc.subject (關鍵詞) Generation Z en_US dc.subject (關鍵詞) Turnover intention en_US dc.subject (關鍵詞) Job satisfaction en_US dc.subject (關鍵詞) Work-life balance en_US dc.subject (關鍵詞) Extrinsic motivation en_US dc.subject (關鍵詞) Intrinsic motivation en_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 Attitudes en_US dc.type (資料類型) thesis en_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.2535Allen, 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/10.1037/1076-8998.5.2.278Bolser, 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.v11i1.507Brough, 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/10.1080/09585192.2014.899262Cammann, 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_01Diana 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.v11i2.2954Gaidhani, 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.2019.100603Haar, 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/10.1080/09585192.2013.775175Lanier, K. (2017). 5 things HR professionals need to know about Generation Z. Strategic HR Review, 16, 288-290. https://doi.org/10.1108/SHR-08-2017-0051Locke, E. A. (1969). What is job satisfaction? Organizational Behavior and Human Performance, 4, 309-336. https://doi.org/10.1016/0030-5073(69)90013-0Lu, 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/10.1177/1096348013495696Maloni, 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.2019.100320Mat 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.2021.01.087Park, 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.2020.102599Pichler, 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.2021.02.021Pu, 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.2022.02.004Pulevska-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/10.1080/19388160.2014.908756Rani, 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-10-2015-0249Real, 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/s10869-010-9163-8Sakdiyakorn, 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.2020.102822Sin, 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.v4i3.344Suifan, 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.2015.0021Twenge, 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
