摘要
经济全球化背景下，企业的竞争已从传统的行业竞争、产品竞争上升到人才
的竞争。与此同时，企业的人才结构也发生了巨大变化，上世纪 80、90 年代出
生的员工，即 80、90 后他们被称为新生代员工，在企业人力资源结构中所占的
比例越来越大并逐渐成为企业竞争的制胜关键。他们经历和接受了不同于老一辈
员工的社会背景、知识体系、思想意识的熏陶，形成了具有新时代背景的共性价
值观和个性价值观。他们的价值观能够使其在工作中更富有创造力和专业精神，
对企业的创新和发展具有不可替代的作用。但同时，频繁跳槽、思想难以把控也
使得企业常年处于招聘状态，对企业人力资源管理提出了巨大挑战。企业内部竞
争优势的提升很大程度上取决于员工队伍的成长和发展，如何对新生代员工进行
有效管理，稳定员工队伍，提升员工的爱岗、敬业精神和专业水平，推动企业的
发展是现阶段企业生存发展和管理的重要任务之一

本论文主要是通过相关文献梳理，总结了当前国内外针对新生代员工和忠诚度
的相关研究成果，借此提出了本文研究的思路、研究重点和研究假设。其次，针
对本国新生代员工实际情况，总结了其价值观主要特点，分析了工作价值观对组
织忠诚度的影响以及忠诚度对企业绩效带来的影响，以此来建立本文研究基础

第三，通过调查问卷分析结论得出：（1）背景变量中工作价值观主要受性别、工
作岗位和工作年限的影响；组织忠诚度主要受学历、岗位、工作年限以及企业性
质的影响。（2）在工作价值观与组织忠诚度的相关分析中，得出工作价值观各维
度同组织忠诚度各维度均存在不同程度的相关性（除内在报酬、利他价值同外在
忠诚维度无相关关系之外）。（3）在工作价值观对组织忠诚度的影响分析中，工
作价值观中的组织支持、内在报酬对组织忠诚度有显著的正向影响，利他价值对
其有负向影响（整体回归）。在分项回归中，组织支持对内在忠诚产生显著的正
向影响；组织支持、内在报酬、休闲安全对外在忠诚产生显著的正向影响；组织
支持、内在报酬对组织认同产生显著的正向影响，休闲安全对其产生负向影响；
组织支持、内在报酬对敬业精神产生显著的正向影响，休闲安全对其产生显著的
负向影响

关键词：新生代员工;工作价值观;组织忠诚II
Abstract
Under the background of economic globalization, the competition of enterprises
has been rising from the traditional industry competition and product competition to
the competition of talents. At the same time, the enterprise personnel structure has
undergone tremendous changes, the 80 century, was born in 80s or 90s employees,
they are called the new generation of employees, the enterprise human resource
structure in an increasingly large proportion and gradually become a key competitive
success. They have experienced and accepted the social background, knowledge
system and ideology, which are different from the older generation. Their values can
make them more creative and professional in their work, and play an irreplaceable
role in the innovation and development of enterprises. But at the same time, frequent
job hopping, the idea is difficult to control so that the enterprise is in a state of
recruitment, the enterprise human resources management put forward a great
challenge. The growth and development of the enterprise competitive advantage
depends largely on the staff, how to manage the new generation of employees, the
stability of staff, improve staff love, dedication and professional level, to promote the
development of enterprises is one of the most important task at this stage of the
survival and development of enterprises and management.
This paper is mainly through the literature review, summarizes the current
domestic and foreign research results for the new generation of employees and loyalty,
this paper puts forward the research ideas, research priorities and research
assumptions. Secondly, according to the actual situation of domestic new generation
employees, summarizes its value as long as the characteristics, analyses the influence
of the impact of work value on organizational loyalty and loyalty on enterprise
performance, in order to establish the basis for this study. Third, through the
questionnaire analysis concluded: (1) background variable values mainly affected by
gender, jobs and work life; organizational loyalty is mainly affected by education,
jobs, work experience and the influence of the nature of the enterprise. (2) the
correlation analysis on work values and organizational loyalty, the work values inIII
each dimension and the organization loyalty have different degree of correlation
(except the intrinsic reward and altruistic value with external loyalty dimension
relationship outside). (3) in the analysis of the influence of work values on
organizational loyalty, work values of organizational support, internal reward has
significant positive impact on organizational loyalty, altruistic value has a negative
impact on it (integral regression). In partial regression, organizational support have a
significant positive impact on internal loyalty; organizational support, intrinsic reward
and foreign leisure safety have a significant positive impact on loyalty; organizational
support, intrinsic rewards have a significant positive impact on organizational
identification, leisure safety has a negative influence on the organizational support,
intrinsic rewards; positive influence obviously the spirit of dedication, leisure safety
have a significant negative impact on it.
Key words: New generation of employees; work values; organizational loyaltyIV
目 录
摘要 ........ I
Abstract .... II
目 录 ....... IV
1 绪 论...... 1
1.1 研究背景 .......... 1
1.2 研究意义 .......... 1
1.2.1 理论意义 .... 1
1.2.2 实践意义 .... 2
1.3 研究内容、方法及结构框架 ...... 2
1.3.1 研究内容 .... 2
1.3.2 研究方法 .... 3
1.4 论文创新点与研究难点 .......... 4
1.4.1 论文创新点 . 4
1.4.2 论文研究难点4
2 国内外研究综述及述评 .... 5
2.1 工作价值观相关研究5
2.1.1 工作价值观定义 .......... 5
2.1.2 工作价值观结构研究 ...... 6
2.1.3 研究述评 .... 7
2.2 组织忠诚度相关研究7
2.2.1 组织承诺 .... 8
2.2.2 组织公民行为9
2.2.3 研究述评 ... 10
2.3 工作价值观和组织忠诚度相关研究综述 ....... 11
2.3.1 工作价值观与组织承诺的相关研究 ..... 11
2.3.2 工作价值观与组织公民行为的相关研究 . 11
2.3.3 研究述评 ... 12
3 新生代员工工作价值观的特点和影响 ... 13
3.1 新生代员工工作价值观的特点 ... 13V
3.1.1 独立自主，但以自我为中心 ........... 13
3.1.2 专业性强，但急功近利 ... 14
3.1.3 富有创新，但缺乏抗压能力 ........... 14
3.1.4 渴求人文关怀，但却缺乏处理关系能力 . 15
3.2 新生代员工工作价值观对组织忠诚度的影响 ... 15
3.2.1 正向影响作用 ........... 15
3.2.2 反向影响作用 ........... 16
3.3 组织忠诚度对工作绩效的影响 ... 17
3.3.1 对任务绩效影响 ......... 17
3.3.2 对周边绩效影响 ......... 18
3.3.3 对适应性绩效的影响 ..... 18
4 数据统计与实证分析 ..... 19
4.1 研究假设 ......... 19
4.1.1 个性特征变量相关假设 ... 19
4.1.2 工作价值观与组织忠诚度相关假设 ..... 19
4.2 问卷设计说明 ..... 20
4.2.1 个体背景资料 ........... 20
4.2.2 新生代员工工作价值观量表 ........... 20
4.2.3 组织忠诚度量表 ......... 20
4.2.4 调查样本选择及过程 ..... 21
4.3 数据描述性统计分析 ........... 21
4.4 调查问卷信度、效度检验分析 ... 23
4.4.1 新生代员工工作价值观信度、效度分析 . 24
4.4.2 新生代员工组织忠诚度的信度、效度检验 ........... 28
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