Zhou Jie, Yang Junqing, Faye Bonoua
School of Business Administration, Shanxi University of Finance and Economics, Taiyuan 030006, China.
School of Public Administration and Law, Northeast Agricultural University, Harbin 150030, China.
Behav Sci (Basel). 2024 Aug 2;14(8):670. doi: 10.3390/bs14080670.
Given the increasing emphasis on teamwork in contemporary organizations and the growing prominence of younger employees in the workplace, it is crucial to encourage their proactivity in navigating complex internal and external environments. Total rewards are a highly effective means of motivating the new generation of employees; however, there is limited research on whether and how total rewards stimulate team member proactivity. To address this objective, this study utilizes survey data (n = 423) and employs hierarchical regression and bootstrap methods. In essence, this paper aims to construct a moderated mediation model to examine the relationship between total rewards and team member proactivity among Chinese new-generation employees (born after 1990). The results indicate that total rewards significantly enhance the team member proactivity of new-generation employees. Furthermore, calling serves as a significant mediator in this relationship. The perception of corporate social responsibility also plays a crucial role, positively moderating the relationship between total rewards and calling. This, in turn, positively influences team member proactivity through the mediation of calling. Accordingly, this research provides valuable insights for managers aiming to effectively engage the new generation of employees and boost team performance. In essence, our model enriches the understanding of how compensation practices can be leveraged to boost proactivity among the new generation of employees.
鉴于当代组织越来越强调团队合作，以及年轻员工在职场中日益突出的地位，鼓励他们在复杂的内部和外部环境中积极主动行事至关重要。全面薪酬是激励新一代员工的一种非常有效的手段；然而，关于全面薪酬是否以及如何激发团队成员的积极性，相关研究却很有限。为了实现这一研究目标，本研究利用调查数据（n = 423），并采用分层回归和自抽样法。本质上，本文旨在构建一个有调节的中介模型，以检验中国新一代员工（1990年后出生）的全面薪酬与团队成员积极性之间的关系。结果表明，全面薪酬显著提高了新一代员工的团队成员积极性。此外，使命感在这种关系中起到了重要的中介作用。企业社会责任意识也起着关键作用，它正向调节全面薪酬与使命感之间的关系。反过来，这又通过使命感的中介作用对团队成员积极性产生积极影响。因此，本研究为旨在有效吸引新一代员工并提高团队绩效的管理者提供了有价值的见解。本质上，我们的模型丰富了对如何利用薪酬实践来提高新一代员工积极性的理解。
