性格特征、代际差异与职场冲突 ：中国90后研究 = Personality traits, generation gaps and challenges in the workplace : a study of China’s post-90s generation

• Main Author: 魏妙凌 Ngai, Jasmine Miao Ling
• Other Authors: Fang Xiaoping
• Format: Final Year Project
• Language: Chinese
• Published: 2016
• Subjects: DRNTU::Humanities
• Online Access: http://hdl.handle.net/10356/66073
• Institution: Nanyang Technological University

中国 90 后出生在国家相对稳定的时期，无论是社会、经济或科技，都在迅速发展中。相对于其他国家的 90 后，中国 90 后出生和成长在“一胎制”的政策下，普遍是家中的独生子女，能够独享中国改革开放的成果。良好的成长环境培养出属于90 后的时代特征，在个性、想法与价值观等方面都有鲜明的特点。近年来，90 后开始步入职场，时代特点同时也影响着他们的择业观、就业心态与就业选择。这使普遍 90 后就业变得困难，常常轻率的做出跳槽、辞职的决定。同时，传统的企业管理模式还无法应付 90 后的个性化，面临人才流失的问题。本文将结合学者的论点、新闻报道与机构调查数据来探讨中国 90 后的个性化为职场带来的挑战，以及建议相应的对策。The China’s Post-90s generation was born when the country was at a relatively stable state. The society, economic and technology were improving swiftly from the China Economic Reform since 1978. Most importantly, most of these Post-90s grew up as the only child at home under the one-child policy. This caused most Post-90s to enjoy the benefits from the China Economic Reform on his or her own. Under these conditions, the Post-90s grew up developing distinct characteristics and personality traits. As the Post-90s start to enter the workplace these recent years, it is found that their employment mentality and job selection have been greatly influenced by their mindset and values. These have resulted most Post-90s to make rash decisions to job-hop and resign, causing permanent employment to be difficult. At the same time, companies face problem in retaining these Post-90s as they are not able to manage them effectively with their traditional managing methods. This paper will look at how the China Post-90s generation impact negatively on the workplace and suggest relevant solutions to tackle the challenges that companies face.