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首页> 外文学位 >Benefit Importance, Benefit Satisfaction, and Organizational Commitment of an Intergenerational Workforce in Small- and Medium-sized Businesses.
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Benefit Importance, Benefit Satisfaction, and Organizational Commitment of an Intergenerational Workforce in Small- and Medium-sized Businesses.

机译：中小企业的代际劳动力的利益重要性，利益满意度和组织承诺。

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摘要

The 21st century workforce has the largest generational diversity of employees, each with unique values and needs. Developing the organizational commitment (OC) of this diverse workforce is a significant concern for managers who desire to attract or retain skilled employees. One of the purposes of an employee benefits strategy is to serve as a tool for attracting and retaining qualified workers while strengthening the commitment between employer and employee. The purpose of this quantitative-comparative study was to evaluate the differences between benefit importance, benefit level satisfaction, and affective, normative, and continuance organizational commitment for different generations of workers in small- and medium-sized companies. The eight participating companies for the final study were solicited based on their selection as the best companies to work for in the United States. The participants responded to a survey instrument of questions designed to measure benefit importance, benefit level satisfaction, and OC. Data were collected using a self-completion questionnaire that was posted on the Survey Monkey website during 2013. The analysis revealed that while there were some statistically significant differences between the generations, overall there were few, if any, real differences between the generations regarding benefits or commitment, although there was a relationship between benefits and commitment overall. Limitations of the study includes potential non-response bias, the use of only companies listed as one of the best workplaces in the United States, limiting the participants to full-time employees in small- and medium-sized businesses, and the use of an online survey instrument. Recommendations include surveying company employees to determine what benefits are most likely to attract, retain, and motivate employees.
机译：21世纪的员工队伍具有最大的世代多样性，每个人都有独特的价值观和需求。对于希望吸引或留住熟练员工的管理人员来说，发展这种多样化的员工的组织承诺（OC）是一个重大问题。员工福利战略的目的之一是充当吸引和留住合格员工的工具，同时加强雇主与员工之间的承诺。这项定量比较研究的目的是评估中小型公司中不同代工的福利重要性，福利水平满意度以及情感，规范和持续性组织承诺之间的差异。最终参加研究的八家公司被选为美国最佳工作公司。参与者回答了一项旨在衡量福利重要性，福利水平满意度和OC的问题的调查工具。数据是使用自我完成调查表收集的，该调查表于2013年发布在Survey Monkey网站上。分析显示，尽管各代之间存在统计学上的显着差异，但总体而言，各代之间在福利方面几乎没有真正的差异或承诺，尽管收益与总体承诺之间存在关系。该研究的局限性包括潜在的无回应偏见，仅使用被列为美国最佳工作场所之一的公司，将参与者限制为中小型企业的全职员工以及使用在线调查工具。建议包括对公司员工进行调查，以确定最有可能吸引，保留和激励员工的收益。

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  • 作者

    Maltzie, Scott.;

  • 作者单位

    Northcentral University.;

  • 授予单位 Northcentral University.;
  • 学科 Management.;Organizational behavior.
  • 学位 D.B.A.
  • 年度 2015
  • 页码 184 p.
  • 总页数 184
  • 原文格式 PDF
  • 正文语种 eng
  • 中图分类
  • 关键词

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