新新人類工作生活品質需求類型之研究－Ｑ分類方法之實證應用

Classifying the Need Patterns on Quality of Work Life for the New Generation: An Empirical Application of Q Methodology

諸承明(Chen-Ming Chu)

《企業管理學報》 49期 (2001/04) Pp. 71-95

摘要

由於經濟的快速成長與國民所得的不斷提高，新新人類的成長背景，已大不同於以往的傳統人類。物質充裕、資訊發達、價值觀多元化、以及生活型態快速變遷等，都是新新人類成長環境的特色。在此環境孕育下，新新人類對於工作所抱持的認知與態度，往往是傳統人類難以理解的。面對這一批批擁入就業市場的生力軍，管理階層常是煩惱多過喜悅，在無法充份掌握新新人類的行為模式下，彼此間的溝通鴻溝正逐漸形成。一般而言，印象中的新新人類對於工作生活品質的需求程度較高。要求「事少、錢多、離家近」的工作，已成為許多管理者對於新新人類的普遍觀感。雖然這種刻版印象並非全然錯誤，但多少犯了些以偏概全的偏差。有鑑於此，本研究遂以新新人類的工作生活品質需求為研究主題，實地調查了國內150名年齡介於20歲至30歲的新新人類受測者，並採取Ｑ分類方法進行資料的分析與探討。根據實證資料顯示，新新人類依照其各項工作生活品質需求強度之不同，可將其劃分為「成就取向型」、「報酬取向型」、以及「保障取向型」三種主要的類型。其中成就取向型以女性、低齡及未婚者的比例相對較高；報酬取向型以男性及已婚者的比例相對較高；保障取向型則以女性及高齡者的比例相對較高。事實上，新新人類成長於價值觀多元並存的時代裡，個體間的差異將較傳統人類更為明顯，所以管理者不宜將所有的新新人類視為一體而給予負面的評價。因此，本研究建議管理者在面對新新人類時，應秉持著開放態度並多加以溝通。如此才能在真正瞭解其工作生活品質需求之後，進而採取適當的管理措施。

關鍵字

新新人類 ； 工作生活品質 ； Ｑ分類方法

並列摘要

Due to economic growth and the increase in GNP, the background in which the new generation grew up is different from that of traditional generations. The new generation grew up in the specific environment that included an abundance of material goods, advanced information technology, diversified value system, and dramatic changes in society. Members of traditional generations have difficulty anticipating the attitudes and behavior of the new generation. Facing these new workers entering the labor market, traditional managers are experiencing prominent barriers to effective communication with them. Generally, the new generation has high level needs on the quality of work life and likes to pursue jobs with ”less work, more money, and nearby home”, Although this stereotyping isn't completely fault, it will make some perceptual biases. In view of the above problem, this study is aimed at classifying the need patterns on quality of work life for the new generation. Based on empirical data derived from 150 samples, this study adopts the Q methodology and discovers three need patterns for the new generation: achievement-oriented pattern, compensation-oriented pattern, and security-oriented pattern. The majority of the new generation members in the achievement-oriented pattern are female, younger and single. The majority of the members in the compensation-oriented pattern are male of the majority of the members in the security-oriented pattern are female and older. Actually, the new generation has grown up in the era with diversified values. The differences between individuals are more evident than in traditional generations. Therefore, it is inappropriate to approach this new generation as a consolidated mass. This study recommends that managers do their best to understand the need patterns on quality of work life and make the right human resource management decisions for the new generation.

並列關鍵字

New Generation ； Quality of Work Life ； Q Methodology