关键词: 工作价值, 代际差异, 物质主义, 后物质主义, APC 分析方法

Abstract: The entry of members of millennial generation (i.e., individuals born after 1980) into the Chinese workplace drives a more diverse labor force. Researchers and practioners alike have recognized that these younger workers hold different work expectations from workers in prior generations. Since the division between them and their older counterparts becomes more salient, researchers have increasingly emphasized issues such as how to accurately understand and effectively manage multi-generation employees. To address these issues, the current study aims to explore generational difference in work value in three generations (i.e., the pre-reform, the reform, and the post-reform generation) based on Inglehart’s evolutionary modernization theory and from different research designs, analysis methods and angles. In study 1, we utilized a longitudinal nationwide quantitative survey (China Labor-force Dynamic Survey, CLDS) . The sample consisted of 5850 CLDS2012 to CLDS2016. Age-Period-Cohort (APC) analysis were used to separate cohort effect in work values from age and period effect. Study 2 aims to validate the result of Study 1, and further explored intergenerational differences and similarities in work values. Since study 1 used a simple questionnaire to measure work value, we adopted the work values measurement developed by Cable and Edwards (2004), which follows Schwartz’s basic individual values framework. This research was conducted through Credamo, a Chinese professional data platform, and 1016 full-time employees participated in the study. Hierarchical regression modeling were used in this study. In Study 3, we conducted interpersonal perspective to overcome the potential self-serving bias in study 1 and study 2, and participants were asked to assess the work values of each generations. A total of 361 participants were recruited from the platform Credamo. The analyses of Study 1-3 showed (1) There exist both generational differences and similarities in work values. By and large, all else being equal, the post-reform generation showed more differences with the other two generations; (2) There are consistent findings among three studies which revealed that the post-reform generations place highest importance on post-materialism work value and least importance on materialism work value, meanwhile, there is increasing openness work values from pre-reform generation to reform and then post-reform generation, and there is no significant difference on self-transcedence work value among the three generations; (3) The study also found that there were both age and period effect on work values and last but not least, all generations still place more importance on materialist than post-materialist in current time. The research expands the value theory, provides nuanced insight for generational differences in work values, and enriches our understanding of evolutionary modernization theory by empirically testing it in the Chinese context. Moreover, we conducted three studies with different designs, analysis methods and angles , which supports the validity of our research findings. This study provides managerial implications for how to better understand the younger workers and how to manage different generational cohorts in the workplaces. It also shed lights on future research on work values in generation cohorts.

Key words: Work values, Generational differences, Materialism, Post Materialism, APC model