Please use this identifier to cite or link to this item: https://rsuir-library.rsu.ac.th/handle/123456789/2247
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dc.contributor.advisorTang Yingkai-
dc.contributor.authorShumin Wang-
dc.date.accessioned2024-03-17T03:20:28Z-
dc.date.available2024-03-17T03:20:28Z-
dc.date.issued2022-
dc.identifier.urihttps://rsuir-library.rsu.ac.th/handle/123456789/2247-
dc.descriptionThesis (MBA (Business Administration)) -- Rangsit University, 2022en_US
dc.description.abstracthe post-95 employees generally enjoy more comfortable material living conditions, have more diverse value needs, and have a stronger sense of autonomy. The purpose of their work is not limited to satisfying or improving their own quality of life, but includes the realization of their professional value, meaning of life and achieving a healthy balance in life and work. This study explored the relationship between psychological contract, psychological capital, organizational commitment and work engagement of the post-95 generation. In this study, the research framework was established and research assumptions were made based upon the expectation theory and the comprehensive theory model. This study employed the method of literature review and questionnaire survey, in which the key informants were 590 post-95 workers. The results of the study found that psychological contract positively affected work engagement; psychological contract positively affected psychological capital; psychological capital positively affected work engagement; and psychological capital played a mediating role between psychological contract and work engagement. The results of the study suggest that the organizations should establish a psychological contract with employees, regularly understand employees' psychological states and expectations, and create an organizational environment that cultivates a positive psychological state atmosphereen_US
dc.language.isozhen_US
dc.publisherRangsit Universityen_US
dc.subjectOrganizational commitmenten_US
dc.subjectWork -- Psychological aspectsen_US
dc.subjectPsychology, industrialen_US
dc.subjectOrganizational behavioren_US
dc.titleThe relationship between psychological contract and work engagement of the post-95s : mediation of psychological capital and moderation of organizational commitmenten_US
dc.title.alternative95 后心理契约对工作投入的关系:心理资本的中介与组织承诺的调节en_US
dc.typeThesisen_US
dc.description.other-abstract研究背景:95 后员工普遍享受更舒适的物质生活条件,价值需求更多元,自 主意识更强。他们工作的目的并不局限于满足甚至提升自己的生活品质,而是更 多地考虑如何在生活和工作中实现自己的职业价值、人生意义和实现健康平衡, 但实际上,缺少应该用于满足95 后员工高层次需求的激励措施。研究目的:为 探讨95 后的心理契约、心理资本、组织承诺与工作投入的关系。研究内容:本 文依据期望理论,与综合理论模式构建研究框架与研究假设。研究方法:使用文 献综述法与问卷调查法,问卷调查了590 位95 后职场人员。 研究结果发现,心理契约正向影响工作投入、心理契约正向影响心理资本、 心理资本正向影响工作投入、心理资本在心理契约与工作投入之间具有中介作用、 组织承诺在心理契约与工作投入之间具有调节作用。 研究启示:组织应与员工建立心理契约,定期了解员工心理状态及期望,并 创造培养正向心理状态氛围的组织环境。en_US
dc.description.degree-nameMaster of Business Administrationen_US
dc.description.degree-levelMaster's Degreeen_US
dc.contributor.degree-disciplineBusiness Administrationen_US
Appears in Collections:InCC-BA-M-Thesis

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