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职场排斥对95后员工工作退缩的影响机制研究——心理契约违背的中介作用
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Abstract:
95后员工是职场的新生力量，如何提高95后员工管理的有效性是企业目前需要考虑的问题。工作退缩是员工工作中的不作为，损害组织绩效，95后因其特殊的成长环境，他们更容易产生退缩心理，而95后员工作为职场新人也面临着职场排斥的问题。已有研究表明职场排斥会削弱员工的奉献意愿，但职场排斥对95后员工工作退缩的影响研究还十分缺乏。基于此，本研究以资源保存理论和社会交换理论为基础，研究职场排斥与95后员工工作退缩之间的关系，并分析心理契约违背的中介作用。结果表明：上司排斥和同事排斥均对95后员工工作退缩有显著正向影响，心理契约违背在其中起部分中介作用，为企业更有效地管理95后员工提供了参考。
Generation Z employees are the new force in the workplace. How to improve the effectiveness of management of Generation Z employees is a problem that enterprises need to consider at present. Work withdrawal refers to employees’ inaction at work, which damages organizational performance. Generation Z employees are more prone to shrink due to their special growth environment, and Generation Z employees, as new employees, also face the problem of workplace rejection. Previous studies have shown that workplace rejection can weaken employees’ willingness to contribute, but there is still a lack of research on the impact of workplace rejection on job withdrawal of Generation Z employees. Therefore, based on resource conservation theory and social exchange theory, this study studies the relationship between workplace exclusion and job withdrawal of Generation Z employees, and analyzes the mediating role of psychological contract breach. The results show that both boss rejection and colleague rejection have significant positive effects on job withdrawal of Generation Z employees, and psychological contract breach plays a partial mediating role, which provides reference for enterprises to manage Generation Z employees more effectively.
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