新生代員工工作價(jià)值觀對工作績效的影響研究以人-主管匹配、領(lǐng)導(dǎo)-成員交換為中介變量

新生代員工工作價(jià)值觀對工作績效的影響研究以人—主管匹配、領(lǐng)導(dǎo)—成員交換為中介變量一、本文概述Overviewofthisarticle隨著科技的飛速發(fā)展和全球化的深入推進(jìn)，企業(yè)面臨著前所未有的挑戰(zhàn)與機(jī)遇。在這個(gè)快速變化的時(shí)代背景下，新生代員工逐漸成為了職場的主力軍。他們擁有獨(dú)特的成長背景、教育經(jīng)歷和價(jià)值觀，對工作有著不同于傳統(tǒng)員工的期望和需求。因此，研究新生代員工的工作價(jià)值觀及其對工作績效的影響，對于提升企業(yè)的競爭力和可持續(xù)發(fā)展具有重要意義。Withtherapiddevelopmentoftechnologyandthedeepeningofglobalization,enterprisesarefacingunprecedentedchallengesandopportunities.Inthisrapidlychangingera,thenewgenerationofemployeeshasgraduallybecomethemainforceintheworkplace.Theyhaveuniquegrowthbackgrounds,educationalexperiences,andvalues,andhavedifferentexpectationsandneedsfortheirworkcomparedtotraditionalemployees.Therefore,studyingtheworkvaluesofthenewgenerationofemployeesandtheirimpactonworkperformanceisofgreatsignificanceforenhancingthecompetitivenessandsustainabledevelopmentofenterprises.本文旨在探討新生代員工的工作價(jià)值觀如何影響其工作績效，并深入分析人—主管匹配和領(lǐng)導(dǎo)—成員交換這兩個(gè)中介變量在其中的作用機(jī)制。通過文獻(xiàn)回顧和理論推導(dǎo)，本文構(gòu)建了一個(gè)以新生代員工工作價(jià)值觀為核心，以人—主管匹配和領(lǐng)導(dǎo)—成員交換為中介變量，最終影響工作績效的理論模型。Thisarticleaimstoexplorehowtheworkvaluesofthenewgenerationofemployeesaffecttheirworkperformance,andtoanalyzeindepththemechanismsofthemediatingvariablesofpersonsupervisormatchingandleadermemberexchange.Throughliteraturereviewandtheoreticaldeduction,thisarticleconstructsatheoreticalmodelwiththeworkvaluesofthenewgenerationofemployeesasthecore,andhumansupervisormatchingandleadermemberexchangeasmediatingvariables,ultimatelyaffectingworkperformance.本文首先界定了新生代員工的概念，并梳理了關(guān)于他們工作價(jià)值觀的相關(guān)研究。接著，從人—主管匹配和領(lǐng)導(dǎo)—成員交換兩個(gè)角度出發(fā)，分析了這兩個(gè)中介變量在新生代員工工作價(jià)值觀與工作績效關(guān)系中的橋梁作用。在此基礎(chǔ)上，本文提出了研究假設(shè)，并通過實(shí)證研究方法對理論模型進(jìn)行了驗(yàn)證。Thisarticlefirstdefinestheconceptofthenewgenerationofemployeesandreviewsrelevantresearchontheirworkvalues.Then,fromtheperspectivesofpersonsupervisormatchingandleadermemberexchange,thebridgingroleofthesetwomediatingvariablesintherelationshipbetweenworkvaluesandjobperformanceofthenewgenerationofemployeeswasanalyzed.Onthisbasis,thisarticleproposesresearchhypothesesandverifiesthetheoreticalmodelthroughempiricalresearchmethods.通過本研究，不僅可以深入了解新生代員工的工作價(jià)值觀及其對工作績效的影響機(jī)制，還可以為企業(yè)制定更加針對性的管理策略提供理論支持。本文也有助于豐富和發(fā)展工作價(jià)值觀、人—主管匹配和領(lǐng)導(dǎo)—成員交換等領(lǐng)域的理論研究。Throughthisstudy,notonlycanwegainadeeperunderstandingoftheworkvaluesofthenewgenerationofemployeesandtheirimpactmechanismsonworkperformance,butwecanalsoprovidetheoreticalsupportforenterprisestodevelopmoretargetedmanagementstrategies.Thisarticlealsocontributestoenrichinganddevelopingtheoreticalresearchinthefieldsofworkvalues,personsupervisormatching,andleadermemberexchange.二、文獻(xiàn)綜述Literaturereview隨著經(jīng)濟(jì)的發(fā)展和社會的進(jìn)步，新生代員工逐漸成為了職場的主力軍。他們的工作價(jià)值觀、工作態(tài)度和行為模式對組織的發(fā)展和績效產(chǎn)生了深遠(yuǎn)的影響。因此，研究新生代員工的工作價(jià)值觀及其對工作績效的影響，對于提高組織績效、優(yōu)化人力資源管理具有重要意義。Withthedevelopmentoftheeconomyandsocialprogress,thenewgenerationofemployeeshavegraduallybecomethemainforceintheworkplace.Theirworkvalues,attitudes,andbehavioralpatternshavehadaprofoundimpactonthedevelopmentandperformanceoftheorganization.Therefore,studyingtheworkvaluesofthenewgenerationofemployeesandtheirimpactonworkperformanceisofgreatsignificanceforimprovingorganizationalperformanceandoptimizinghumanresourcemanagement.新生代員工指的是在特定時(shí)代背景下成長起來的一代人，他們通常擁有獨(dú)特的工作價(jià)值觀，強(qiáng)調(diào)自我實(shí)現(xiàn)、追求工作與生活平衡、注重個(gè)人成長等。這些價(jià)值觀不僅影響了他們的職業(yè)選擇和發(fā)展路徑，還對工作績效產(chǎn)生了直接和間接的影響。Thenewgenerationofemployeesreferstoagenerationthathasgrownupinaspecificeracontext.Theyusuallyhaveuniqueworkvalues,emphasizingselfrealization,pursuingworklifebalance,andemphasizingpersonalgrowth.Thesevaluesnotonlyaffecttheircareerchoicesanddevelopmentpaths,butalsohaveadirectandindirectimpactonjobperformance.人—主管匹配是指員工與直接主管在個(gè)性、價(jià)值觀和工作風(fēng)格等方面的契合程度。這種匹配程度對于員工的工作滿意度、組織承諾和工作績效等方面具有顯著影響。當(dāng)新生代員工與直接主管在價(jià)值觀和工作風(fēng)格上高度匹配時(shí)，他們更容易形成良好的工作關(guān)系，從而提高工作績效。Humansupervisormatchingreferstothedegreeoffitbetweenemployeesandtheirdirectsupervisorsintermsofpersonality,values,andworkstyle.Thisdegreeofmatchinghasasignificantimpactonemployeejobsatisfaction,organizationalcommitment,andjobperformance.Whenthenewgenerationofemployeesarehighlymatchedwiththeirdirectsupervisorsintermsofvaluesandworkstyle,theyaremorelikelytoformgoodworkingrelationships,therebyimprovingworkperformance.領(lǐng)導(dǎo)—成員交換則是指領(lǐng)導(dǎo)者與員工之間建立起的特殊關(guān)系，包括信任、尊重和支持等。這種關(guān)系對于員工的工作投入、創(chuàng)新行為和工作績效具有積極影響。新生代員工通常期望與領(lǐng)導(dǎo)者建立更加平等、開放和互動的關(guān)系，這種關(guān)系有助于激發(fā)他們的工作熱情和創(chuàng)新精神，從而提高工作績效。Leadermemberexchangereferstothespecialrelationshipestablishedbetweenleadersandemployees,includingtrust,respect,andsupport.Thisrelationshiphasapositiveimpactonemployeeworkengagement,innovativebehavior,andjobperformance.Thenewgenerationofemployeestypicallyexpecttoestablishmoreequal,open,andinteractiverelationshipswithleaders,whichcanhelpstimulatetheirworkenthusiasmandinnovativespirit,therebyimprovingworkperformance.新生代員工的工作價(jià)值觀、人—主管匹配和領(lǐng)導(dǎo)—成員交換都是影響工作績效的重要因素。未來研究可以進(jìn)一步探討這些因素之間的相互作用機(jī)制，以及如何通過優(yōu)化人力資源管理實(shí)踐來提高新生代員工的工作績效和組織整體績效。Theworkvalues,personsupervisormatching,andleadermemberexchangeofthenewgenerationofemployeesareimportantfactorsthataffectworkperformance.Futureresearchcanfurtherexploretheinteractionmechanismsbetweenthesefactorsandhowtoimprovetheworkperformanceandoverallorganizationalperformanceofthenewgenerationofemployeesbyoptimizinghumanresourcemanagementpractices.三、理論框架與研究假設(shè)Theoreticalframeworkandresearchhypotheses本研究以新生代員工為研究對象，探討他們的工作價(jià)值觀如何影響工作績效，并以人—主管匹配和領(lǐng)導(dǎo)—成員交換為中介變量。理論框架主要基于以下幾個(gè)核心概念：工作價(jià)值觀、人—主管匹配、領(lǐng)導(dǎo)—成員交換和工作績效。Thisstudyfocusesonthenewgenerationofemployeesandexploreshowtheirworkvaluesaffectjobperformance,withpersonsupervisormatchingandleadermemberexchangeasmediatingvariables.Thetheoreticalframeworkismainlybasedonthefollowingcoreconcepts:workvalues,personsupervisormatching,leadermemberexchange,andworkperformance.工作價(jià)值觀是指個(gè)體對工作中重要事物的評價(jià)和偏好，它影響著員工的工作態(tài)度和行為。人—主管匹配指的是員工與主管在個(gè)性、價(jià)值觀和工作風(fēng)格等方面的契合程度，它反映了員工與主管之間的關(guān)系質(zhì)量。領(lǐng)導(dǎo)—成員交換則是指領(lǐng)導(dǎo)和員工之間建立的互動關(guān)系，包括信任、尊重和支持等。工作績效是指員工在工作中取得的成果和效率，是組織關(guān)心的核心問題。Workvaluesrefertoanindividual'sevaluationandpreferenceforimportantthingsintheirwork,whichaffectstheirworkattitudeandbehavior.Humansupervisormatchingreferstothedegreeoffitbetweenemployeesandsupervisorsintermsofpersonality,values,andworkstyle,reflectingthequalityoftherelationshipbetweenemployeesandsupervisors.Leadermemberexchangereferstotheinteractiverelationshipestablishedbetweenleadersandemployees,includingtrust,respect,andsupport.Workperformancereferstotheresultsandefficiencyachievedbyemployeesintheirwork,andisacoreconcernoftheorganization.在理論框架中，工作價(jià)值觀通過影響人—主管匹配和領(lǐng)導(dǎo)—成員交換，進(jìn)而對工作績效產(chǎn)生影響。具體來說，新生代員工的工作價(jià)值觀可能會影響他們與主管之間的匹配程度，進(jìn)而影響工作績效；同時(shí)，他們的工作價(jià)值觀也會影響與領(lǐng)導(dǎo)之間的交換關(guān)系，從而影響工作績效。Inthetheoreticalframework,workvalueshaveanimpactonjobperformancebyinfluencingpersonsupervisormatchingandleadermemberexchange.Specifically,theworkvaluesofthenewgenerationofemployeesmayaffectthedegreeofmatchingbetweenthemandtheirsupervisors,therebyaffectingworkperformance;Atthesametime,theirworkvaluescanalsoaffecttheexchangerelationshipwithleaders,therebyaffectingworkperformance.假設(shè)1：新生代員工的工作價(jià)值觀與人—主管匹配正相關(guān)。即新生代員工的工作價(jià)值觀越積極，他們與主管之間的匹配程度越高。Assumption1:Theworkvaluesofthenewgenerationofemployeesarepositivelycorrelatedwiththepersonsupervisorfit.Themorepositivetheworkvaluesofthenewgenerationofemployeesare,thehigherthedegreeofmatchingbetweenthemandtheirsupervisors.假設(shè)2：新生代員工的工作價(jià)值觀與領(lǐng)導(dǎo)—成員交換正相關(guān)。即新生代員工的工作價(jià)值觀越積極，他們與領(lǐng)導(dǎo)之間的交換關(guān)系越好。Assumption2:Theworkvaluesofthenewgenerationofemployeesarepositivelycorrelatedwithleadermemberexchange.Themorepositivetheworkvaluesofthenewgenerationofemployees,thebettertheirexchangerelationshipwiththeirleaders.假設(shè)3：人—主管匹配和領(lǐng)導(dǎo)—成員交換在新生代員工的工作價(jià)值觀與工作績效之間起中介作用。即新生代員工的工作價(jià)值觀通過影響人—主管匹配和領(lǐng)導(dǎo)—成員交換，進(jìn)而對工作績效產(chǎn)生影響。Assumption3:Humansupervisormatchingandleadermemberexchangeplayamediatingrolebetweentheworkvaluesandjobperformanceofthenewgenerationofemployees.Theworkvaluesofthenewgenerationofemployeeshaveanimpactonjobperformancebyinfluencingpersonsupervisormatchingandleadermemberexchange.本研究將通過實(shí)證分析方法，探討這些假設(shè)是否成立，以期為組織管理和員工激勵(lì)提供有益的理論和實(shí)踐指導(dǎo)。Thisstudywillexplorewhetherthesehypothesesarevalidthroughempiricalanalysismethods,inordertoprovideusefultheoreticalandpracticalguidancefororganizationalmanagementandemployeemotivation.四、研究方法Researchmethods本研究采用定量研究與定性研究相結(jié)合的方法，以全面深入地探討新生代員工工作價(jià)值觀對工作績效的影響，以及人-主管匹配和領(lǐng)導(dǎo)-成員交換在其中的中介作用。Thisstudyadoptsacombinationofquantitativeandqualitativeresearchmethodstocomprehensivelyanddeeplyexploretheimpactoftheworkvaluesofthenewgenerationofemployeesonworkperformance,aswellasthemediatingroleofpersonsupervisormatchingandleadermemberexchange.定量研究：本研究通過問卷調(diào)查的方式收集數(shù)據(jù)。問卷設(shè)計(jì)參考了國內(nèi)外關(guān)于工作價(jià)值觀、人-主管匹配、領(lǐng)導(dǎo)-成員交換和工作績效的經(jīng)典量表，并結(jié)合本研究的特定目的進(jìn)行了適當(dāng)?shù)男抻喓脱a(bǔ)充。問卷調(diào)查對象為我國企業(yè)中的新生代員工及其直接主管，通過隨機(jī)抽樣的方式確定樣本，以確保研究的普遍性和代表性。數(shù)據(jù)收集后，運(yùn)用統(tǒng)計(jì)軟件對數(shù)據(jù)進(jìn)行分析，包括描述性統(tǒng)計(jì)、相關(guān)性分析、回歸分析等，以揭示變量之間的關(guān)系及其影響路徑。Quantitativeresearch:Thisstudycollecteddatathroughaquestionnairesurvey.Thequestionnairedesignreferredtoclassicscalesonworkvalues,personsupervisormatching,leadermemberexchange,andworkperformancebothdomesticallyandinternationally,andwasappropriatelyrevisedandsupplementedinconjunctionwiththespecificpurposeofthisstudy.ThesurveytargetsthenewgenerationofemployeesandtheirdirectsupervisorsinChineseenterprises,andthesampleisdeterminedthroughrandomsamplingtoensuretheuniversalityandrepresentativenessofthestudy.Afterdatacollection,statisticalsoftwareisusedtoanalyzethedata,includingdescriptivestatistics,correlationanalysis,regressionanalysis,etc.,torevealtherelationshipsbetweenvariablesandtheirinfluencingpaths.定性研究：為了更深入地理解新生代員工的工作價(jià)值觀及其對工作績效的影響機(jī)制，本研究還進(jìn)行了定性研究。通過半結(jié)構(gòu)化訪談的方式，對部分新生代員工及其主管進(jìn)行了深入訪談。訪談內(nèi)容圍繞工作價(jià)值觀、與主管的匹配程度、與領(lǐng)導(dǎo)的交換關(guān)系以及工作績效等方面展開。訪談數(shù)據(jù)經(jīng)過整理和分析后，提取關(guān)鍵信息，與定量研究結(jié)果相互印證，以增強(qiáng)研究的深度和廣度。Qualitativeresearch:Inordertogainadeeperunderstandingoftheworkvaluesofthenewgenerationofemployeesandtheirimpactmechanismsonjobperformance,thisstudyalsoconductedqualitativeresearch.Throughsemi-structuredinterviews,in-depthinterviewswereconductedwithsomenewgenerationemployeesandtheirsupervisors.Theinterviewfocusesonworkvalues,thedegreeofmatchingwithsupervisors,theexchangerelationshipwithleaders,andworkperformance.Afterorganizingandanalyzingtheinterviewdata,keyinformationisextractedandmutuallyconfirmedwithquantitativeresearchresultstoenhancethedepthandbreadthoftheresearch.本研究還注重控制變量的影響，如員工的性別、年齡、教育程度、工作年限等，以確保研究結(jié)果的準(zhǔn)確性和可靠性。本研究遵循科學(xué)的研究倫理，確保所有參與者的知情同意和隱私保護(hù)。Thisstudyalsofocusesoncontrollingtheinfluenceofvariables,suchasemployeegender,age,educationlevel,andyearsofwork,toensuretheaccuracyandreliabilityoftheresearchresults.Thisstudyfollowsscientificresearchethics,ensuringinformedconsentandprivacyprotectionforallparticipants.本研究采用定量與定性相結(jié)合的研究方法，旨在全面深入地探討新生代員工工作價(jià)值觀對工作績效的影響及其機(jī)制。通過嚴(yán)謹(jǐn)?shù)臄?shù)據(jù)分析和訪談研究，本研究將為企業(yè)管理實(shí)踐提供有針對性的建議和指導(dǎo)。Thisstudyadoptsacombinationofquantitativeandqualitativeresearchmethods,aimingtocomprehensivelyanddeeplyexploretheimpactandmechanismoftheworkvaluesofthenewgenerationofemployeesonworkperformance.Throughrigorousdataanalysisandinterviewresearch,thisstudywillprovidetargetedsuggestionsandguidanceforenterprisemanagementpractices.五、數(shù)據(jù)分析與結(jié)果Dataanalysisandresults本研究采用了量化研究方法，通過問卷調(diào)查的方式收集數(shù)據(jù)，并對收集到的數(shù)據(jù)進(jìn)行了統(tǒng)計(jì)分析。數(shù)據(jù)分析主要包括描述性統(tǒng)計(jì)、相關(guān)分析、回歸分析以及中介效應(yīng)檢驗(yàn)等步驟。Thisstudyadoptedquantitativeresearchmethods,collecteddatathroughquestionnairesurveys,andconductedstatisticalanalysisonthecollecteddata.Dataanalysismainlyincludesdescriptivestatistics,correlationanalysis,regressionanalysis,andmediationeffecttesting.對新生代員工的工作價(jià)值觀、人—主管匹配、領(lǐng)導(dǎo)—成員交換以及工作績效等變量進(jìn)行了描述性統(tǒng)計(jì)分析，以了解各變量的分布情況。結(jié)果顯示，新生代員工的工作價(jià)值觀普遍較高，人—主管匹配和領(lǐng)導(dǎo)—成員交換水平處于中等偏上，而工作績效總體表現(xiàn)良好。Descriptivestatisticalanalysiswasconductedonvariablessuchasworkvalues,personsupervisormatching,leadermemberexchange,andjobperformanceofthenewgenerationofemployeestounderstandthedistributionofeachvariable.Theresultsshowthattheworkvaluesofthenewgenerationofemployeesaregenerallyhigh,withamoderatelevelofpersonsupervisormatchingandleadermemberexchange,andoverallgoodjobperformance.通過皮爾遜相關(guān)分析，探討了新生代員工的工作價(jià)值觀、人—主管匹配、領(lǐng)導(dǎo)—成員交換和工作績效之間的相關(guān)關(guān)系。結(jié)果表明，新生代員工的工作價(jià)值觀與人—主管匹配、領(lǐng)導(dǎo)—成員交換以及工作績效均存在顯著正相關(guān)關(guān)系。人—主管匹配和領(lǐng)導(dǎo)—成員交換也與工作績效呈顯著正相關(guān)。ThroughPearsoncorrelationanalysis,thisstudyexploresthecorrelationbetweentheworkvalues,personsupervisormatching,leadermemberexchange,andjobperformanceofthenewgenerationofemployees.Theresultsindicatethatthereisasignificantpositivecorrelationbetweentheworkvaluesofthenewgenerationofemployeesandthematchingofpersonsupervisor,leadermemberexchange,andworkperformance.Thereisasignificantpositivecorrelationbetweenpersonsupervisormatchingandleadermemberexchangeandjobperformance.為了進(jìn)一步探究各變量之間的因果關(guān)系，本研究進(jìn)行了回歸分析。以工作績效為因變量，將新生代員工的工作價(jià)值觀、人—主管匹配和領(lǐng)導(dǎo)—成員交換作為自變量進(jìn)行回歸分析。結(jié)果顯示，新生代員工的工作價(jià)值觀、人—主管匹配和領(lǐng)導(dǎo)—成員交換均對工作績效有顯著正向預(yù)測作用。Inordertofurtherexplorethecausalrelationshipsbetweenvariousvariables,thisstudyconductedregressionanalysis.Regressionanalysiswasconductedusingjobperformanceasthedependentvariableandtheworkvalues,personsupervisormatching,andleadermemberexchangeofthenewgenerationofemployeesasindependentvariables.Theresultsshowthattheworkvalues,personsupervisormatching,andleadermemberexchangeofthenewgenerationofemployeeshaveasignificantpositivepredictiveeffectonjobperformance.為了驗(yàn)證人—主管匹配和領(lǐng)導(dǎo)—成員交換在新生代員工工作價(jià)值觀與工作績效之間的中介作用，本研究采用了Baron和Kenny（1986）提出的中介效應(yīng)檢驗(yàn)方法。結(jié)果表明，人—主管匹配和領(lǐng)導(dǎo)—成員交換在新生代員工工作價(jià)值觀與工作績效之間起到了部分中介作用，即新生代員工的工作價(jià)值觀不僅直接影響工作績效，還通過人—主管匹配和領(lǐng)導(dǎo)—成員交換這兩個(gè)中介變量間接影響工作績效。Toverifythemediatingeffectofpersonsupervisormatchingandleadermemberexchangebetweentheworkvaluesandjobperformanceofthenewgenerationofemployees,thisstudyadoptedthemediatingeffecttestmethodproposedbyBaronandKenny(1986).Theresultsindicatethatpersonsupervisormatchingandleadermemberexchangeplayapartialmediatingrolebetweentheworkvaluesandjobperformanceofthenewgenerationofemployees,thatis,theworkvaluesofthenewgenerationofemployeesnotonlydirectlyaffectjobperformance,butalsoindirectlyaffectjobperformancethroughthemediatingvariablesofpersonsupervisormatchingandleadermemberexchange.本研究通過數(shù)據(jù)分析發(fā)現(xiàn)，新生代員工的工作價(jià)值觀對其工作績效具有顯著影響，且這種影響部分地通過人—主管匹配和領(lǐng)導(dǎo)—成員交換這兩個(gè)中介變量實(shí)現(xiàn)。這一研究結(jié)果為企業(yè)管理者在提高新生代員工的工作績效方面提供了有益的啟示和建議。Thisstudyfoundthroughdataanalysisthattheworkvaluesofthenewgenerationofemployeeshaveasignificantimpactontheirworkperformance,andthisinfluenceispartiallyachievedthroughthemediatingvariablesofpersonsupervisormatchingandleadermemberexchange.Thisresearchresultprovidesusefulinsightsandsuggestionsforenterprisemanagerstoimprovetheworkperformanceofthenewgenerationofemployees.六、討論Discussion本研究探討了新生代員工工作價(jià)值觀對工作績效的影響，以及人—主管匹配和領(lǐng)導(dǎo)—成員交換在其中的中介作用。通過實(shí)證分析，我們發(fā)現(xiàn)新生代員工的工作價(jià)值觀不僅直接影響他們的工作績效，還通過人—主管匹配和領(lǐng)導(dǎo)—成員交換這兩個(gè)中介變量對工作績效產(chǎn)生間接影響。Thisstudyexplorestheimpactofworkvaluesonjobperformanceamongthenewgenerationofemployees,aswellasthemediatingroleofpersonsupervisormatchingandleadermemberexchange.Throughempiricalanalysis,wefoundthattheworkvaluesofthenewgenerationofemployeesnotonlydirectlyaffecttheirworkperformance,butalsohaveanindirectimpactonworkperformancethroughthemediatingvariablesofpersonsupervisormatchingandleadermemberexchange.新生代員工的工作價(jià)值觀對他們的工作績效具有顯著影響。這可能是因?yàn)樾律鷨T工更加注重工作與個(gè)人價(jià)值觀的契合度，當(dāng)工作能夠滿足他們的價(jià)值觀時(shí)，他們會更加投入工作，從而提高工作績效。這一發(fā)現(xiàn)對于理解新生代員工的行為模式和動機(jī)具有重要意義，也為企業(yè)如何更好地激勵(lì)和管理新生代員工提供了參考。Theworkvaluesofthenewgenerationofemployeeshaveasignificantimpactontheirjobperformance.Thismaybebecausethenewgenerationofemployeespaymoreattentiontothealignmentbetweenworkandpersonalvalues.Whenworkcanmeettheirvalues,theywillbemoreengagedinwork,therebyimprovingworkperformance.Thisdiscoveryisofgreatsignificanceforunderstandingthebehaviorpatternsandmotivationsofthenewgenerationofemployees,andalsoprovidesareferenceforenterprisestobettermotivateandmanagethenewgenerationofemployees.人—主管匹配在新生代員工工作價(jià)值觀與工作績效之間起到了中介作用。這表明，當(dāng)新生代員工的價(jià)值觀與主管的價(jià)值觀和管理風(fēng)格相匹配時(shí)，他們更容易獲得主管的支持和認(rèn)可，從而在工作中表現(xiàn)出更高的績效。這一發(fā)現(xiàn)強(qiáng)調(diào)了主管在員工工作績效中的重要作用，也提醒企業(yè)在人員配置時(shí)要注重員工與主管之間的匹配度。Thepersonsupervisormatchingplaysamediatingrolebetweentheworkvaluesandjobperformanceofthenewgenerationofemployees.Thisindicatesthatwhenthevaluesofthenewgenerationofemployeesmatchthevaluesandmanagementstyleoftheirsupervisors,theyaremorelikelytoreceivesupportandrecognitionfromtheirsupervisors,resultinginhigherperformanceintheirwork.Thisdiscoveryemphasizestheimportantroleofsupervisorsinemployeejobperformanceandremindscompaniestopayattentiontothematchingdegreebetweenemployeesandsupervisorsinpersonnelallocation.領(lǐng)導(dǎo)—成員交換同樣在新生代員工工作價(jià)值觀與工作績效之間起到了中介作用。當(dāng)新生代員工與領(lǐng)導(dǎo)之間建立起高質(zhì)量的交換關(guān)系時(shí)，他們更容易獲得領(lǐng)導(dǎo)的信任和支持，從而在工作中表現(xiàn)出更高的績效。這一發(fā)現(xiàn)揭示了領(lǐng)導(dǎo)與員工之間關(guān)系的重要性，也為企業(yè)如何改善領(lǐng)導(dǎo)—成員關(guān)系、提高員工的工作績效提供了啟示。Leadermemberexchangealsoplaysamediatingrolebetweentheworkvaluesandperformanceofthenewgenerationofemployees.Whenthenewgenerationofemployeesestablishahigh-qualityexchangerelationshipwiththeirleaders,theyaremorelikelytogainthetrustandsupportoftheirleaders,thusexhibitinghigherperformanceintheirwork.Thisdiscoveryrevealstheimportanceoftherelationshipbetweenleadersandemployees,andprovidesinsightsforcompaniestoimproveleadershipmemberrelationshipsandenhanceemployeejobperformance.本研究揭示了新生代員工工作價(jià)值觀對工作績效的影響及其機(jī)制。未來研究可以進(jìn)一步探討其他可能的中介變量或調(diào)節(jié)變量，以更全面地理解新生代員工的工作行為和心理過程。企業(yè)也應(yīng)根據(jù)新生代員工的特點(diǎn)和價(jià)值觀，制定更加有針對性的管理策略和激勵(lì)措施，以促進(jìn)他們的工作績效和職業(yè)發(fā)展。Thisstudyrevealstheimpactandmechanismofworkvaluesonjobperformanceamongthenewgenerationofemployees.Futureresearchcanfurtherexploreotherpossiblemediatingormoderatingvariablestogainamorecomprehensiveunderstandingoftheworkbehaviorandpsychologicalprocessesofthenewgenerationofemployees.Enterprisesshouldalsodevelopmoretargetedmanagementstrategiesandincentivemeasuresbasedonthecharacteristicsandvaluesofthenewgenerationofemployees,inordertopromotetheirworkperformanceandcareerdevelopment.七、結(jié)論與建議Conclusionandrecommendations本研究深入探討了新生代員工的工作價(jià)值觀對其工作績效的影響，并以人—主管匹配和領(lǐng)導(dǎo)—成員交換為中介變量進(jìn)行了詳細(xì)分析。研究結(jié)果表明，新生代員工的工作價(jià)值觀對其工作績效具有顯著影響，而人—主管匹配和領(lǐng)導(dǎo)—成員交換在這一過程中起到了重要的中介作用。Thisstudydelvesintotheimpactoftheworkvaluesofthenewgenerationofemployeesontheirjobperformance,andconductsadetailedanalysisusingpersonsupervisormatchingandleadermemberexchangeasmediatingvariables.Theresearchresultsindicatethattheworkvaluesofthenewgenerationofemployeeshaveasignificantimpactontheirworkperformance,andpersonsupervisormatchingandleadermemberexchangeplayanimportantmediatingroleinthisprocess.具體而言，新生代員工對于工作價(jià)值觀的重視，如自主性、發(fā)展機(jī)會和社會責(zé)任等，不僅直接影響了他們的工作績效，還通過人—主管匹配和領(lǐng)導(dǎo)—成員交換這兩個(gè)中介變量，間接影響了工作績效。這意味著，當(dāng)新生代員工的工作價(jià)值觀與主管的價(jià)值觀和管理風(fēng)格相匹配時(shí)，他們的工作績效會得到顯著提升；同時(shí)，高質(zhì)量的領(lǐng)導(dǎo)—成員交換關(guān)系也能有效促進(jìn)新生代員工的工作績效。Specifically,theemphasisofthenewgenerationofemployeesonworkvalues,suchasautonomy,developmentopportunities,andsocialresponsibility,notonlydirectlyaffectstheirworkperformance,butalsoindirectlyaffectsworkperformancethroughthemediatingvariablesofpersonsupervisormatchingandleadermemberexchange.Thismeansthatwhentheworkvaluesofthenewgenerationofemployeesmatchthevaluesandmanagementstyleoftheirsupervisors,theirworkperformancewillbesignificantlyimproved;Meanwhile,high-qualityleadershipmemberexchangerelationshipscaneffectivelypromotetheworkperformanceofthenewgenerationofemployees.企業(yè)應(yīng)重視新生代員工的工作價(jià)值觀，為其提供符合其價(jià)值觀的工作環(huán)境和發(fā)展機(jī)會。例如，企業(yè)可以通過提供靈活的工作時(shí)間、豐富的