本研究以台灣地區全職的新世代工作者為研究對象，採用線上問卷進行資料蒐集，最後共回收315份有效問卷，研究結果發現，對於新世代工作者而言，工作特性的五個構面皆與員工創造力具正向關係，其中以工作重要性最具有預測力；組織自尊在工作特性的五個構面與員工創造力間具有中介效果；獎酬與認可在工作特性與組織自尊並無調節效果，同時無法調節工作特性透過組織自尊影響員工創造力的中介效果。 ;In the complex and rapidly changing world, the pace of technological and market development far exceeds that of the past, and creativity has become one of the key factors in corporate competitiveness. Generations Y and Z are becoming increasingly important to organizations due to their adaptability and technological savviness. This study defines Generations Y and Z who were born between 1980 and 2010 as “new generation” and examines the relationship between their perception of job characteristics and their organization-based self-esteem(OBSE) and employee creativity. The study also investigates the moderating effects of rewards and recognition(R&R) on the relationships between job characteristics, OBSE, and employee creativity. The results will help organizations design works and management that better suit the characteristics of new generation workers and ultimately improve their competitiveness.
In this study, full-time new generation workers in Taiwan were the main target of the survey, and a total of 315 valid questionnaires were collected through online questionnaire surveys. The results revealed that all five dimensions of job characteristics have a positive impact on employee creativity for the new generation workers, with task significance being the most predictive. OBSE has a mediating effect between the five dimensions of job characteristics and employee creativity. R&R have no moderating effect between job characteristics and OBSE. Besides, R&R and OBSE have no moderated mediating effect between job characteristics and employee creativity.
