一份以价值观为导向的心理契约：全球大流行背景下的代际差异
A value-oriented psychological contract: Generational differences amidst a global pandemic.
作者信息
Deas Alda, Coetzee Melinde
机构信息
Department of Human Resource Management, University of South Africa, Pretoria, South Africa.
Department of Industrial and Organizational Psychology, University of South Africa, Pretoria, South Africa.
出版信息
Front Psychol. 2022 Jul 25;13:921184. doi: 10.3389/fpsyg.2022.921184. eCollection 2022.
The COVID-19 pandemic has changed the landscape of working conditions world-wide, fast tracking the reality of the digital-driven workplace. Concepts such as remote working, working-from-home and hybrid working models are now considered as the "new normal." Employes are expected to advance, flourish and survive in this digitally connected landscape. Different age and generational groups may experience this new organizational landscape differently and may expect different organizational outcomes in exchange for their inputs. Accordingly, the study investigated differences regarding the value-oriented psychological contract expectations of employes from different generational groups. An ANOVA test for significant mean differences and a test for multiple comparisons were conducted on a sample of ( = 293) employes in the services industry in Southern Africa (85%) and other European countries (15%). The observed generational cohort differences regarding value-orientated psychological contract expectations for job characteristics and work-life balance could be utilized to develop interventions and strategies to promote retention of employes in the post-pandemic digital-orientated workplace.
新冠疫情改变了全球的工作条件格局，加速了数字驱动型工作场所的现实发展。远程工作、在家工作和混合工作模式等概念如今被视为“新常态”。员工需要在这种数字互联的环境中取得进步、蓬勃发展并生存下去。不同年龄和代际群体对这种新的组织格局的体验可能不同，并且可能期望以不同的组织成果来换取他们的投入。因此，该研究调查了不同代际群体员工在价值导向型心理契约期望方面的差异。对来自南部非洲（85%）和其他欧洲国家（15%）的服务业（n = 293）员工样本进行了显著均值差异的方差分析测试和多重比较测试。观察到的不同代际群体在工作特征和工作与生活平衡的价值导向型心理契约期望方面的差异，可用于制定干预措施和策略，以促进在疫情后数字导向型工作场所留住员工。
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