Responsive image
博碩士論文 etd-0011121-211918 詳細資訊
Title page for etd-0011121-211918
論文名稱
Title
餐旅服務業兼差人員的人格特質與工作價值觀—Y 與 Z 世代之間的差異
Personality Traits and Work Values of Part-timers in the Hospitality Industry—Differences between Generation Y and Generation Z
系所名稱
Department
畢業學年期
Year, semester
語文別
Language
學位類別
Degree
頁數
Number of pages
143
研究生
Author
指導教授
Advisor
召集委員
Convenor
口試委員
Advisory Committee
口試日期
Date of Exam
2021-01-08
繳交日期
Date of Submission
2021-01-11
關鍵字
Keywords
兼職的因素、工作價值觀、人格特質、Z世代、Y世代、部分工時人員
Factors of part-time job, Part-time workers, Work values, Personality traits, Generation Y, Generation Z
統計
Statistics
本論文已被瀏覽 188 次,被下載 0
The thesis/dissertation has been browsed 188 times, has been downloaded 0 times.
中文摘要
非典型的部分工時工作就業型態在台灣已盛行多年,雖然佔就業人口的比例不高,主要集中在餐飲業及住宿業,而在疫情(COVID-19)的影響下,企業開始大量雇用部分工時人員,甚至是將全時人員轉為部分工時人員以配合彈性調度的調整,減少企業成本,讓雇用形式轉為短期為導向的雇用關係,來因應目前的市場變化。

而彈性的工作型態有越來越明顯的趨勢,如Uber與Foodpanda的產生,讓已經擁有正職的員工有其他兼差的機會,甚至是以此為本業,這兩種產業在法令上還有許多議論空間。但不可否認的是,不同世代對於工作型態的定義已有不同的認知,過去對於部分工時人員的研究主要在探討工作滿意度、組織承諾及工作投入等因素,但鮮少探討不同世代的差異對於兼職意願的看法,所以本研究以旅館業中的國際觀光旅館及一般觀光旅館之部分工時人員作為研究對象,透過探討部分工時人員回流兼職的因素,以了解不同世代的人格特質與工作價值觀的差異。

本研究利用質性研究的訪談方式,調查國際旅館業及一般旅館業的主管及部分工時人員,結果發現不同世代在人格特質、工作價值觀及影響兼職的因素上有不同程度的影響,並於最後提出修正後的架構及研究的建議來探討如何加強影響部分工時人員回流的意願。
Abstract
The atypical part-time jobs and employment pattern has been prevailing in Taiwan for many years. Although it accounts for a small proportion of the employed population, and mainly concentrated in the catering and accommodation industries. Under the influence of COVID-19, companies begun to hire more part-timers, or even ask full-timers to work part time to coordinate with the adjustment of distribution manpower, reduce corporate costs, and change the employment type to a short-term-oriented employment relationship in response to current market changes.

The type of flexible employment became more common. For example, the emergence of Uber and Foodpanda gives employees with full-time job an opportunity for part-time job, or as a the way to earn extra cash. Though there still are discussion space in these two industries, it is undeniable that different generations have distinct perceptions to define work patterns. In the past, research on part-timers mainly focused on factors such as job satisfaction, organizational commitment and work engagement, but seldom the differences of distint generations regarding the intention to work again. So this research picked part-timers who used to work in international tourist hotels and standard tourist hotels as the research object, and explores the factors that affect the intention to have a part-time job to understand the differences in personality traits and work values of different generations.

This research interviewed 4 supervisors and 8 part-timers from international tourist hotels and standard tourist hotels. The results was that different generations have different degrees of influence on personality traits, work values and contextual factors that affect part-time jobs. In the end, the revised framework and recommendations are proposed to explore how to strengthen the intention of part-timers to return .
目次 Table of Contents
論文審定書i
論文公開授權書ii
誌謝iii
中文摘要iv
英文摘要v
目錄vi
圖次viii
表次viii
第一章 緒論1
第一節 研究背景動機1
第二節 研究目的5
第三節 研究流程6
第二章 文獻探討7
第一節 Y世代與Z世代的差異7
第二節 人格特質9
第三節 工作價值15
第四節 影響兼職的因素29
第五節 回流意願38
第三章 研究方法40
第一節 質性研究40
第二節 概念性架構40
第三節 研究設計41
第四節 資料蒐集方式43
第五節 研究對象44
第四章 研究結果48
第一節 Y世代與Z世代的人格特質與工作價值觀48
第二節 Y世代與Z世代影響兼職的因素84
第三節 Y世代與Z世代的工作價值觀與影響兼職的因素96
第四節 主管對不同世代的看法104
第五章 結論與建議112
第一節 研究發現112
第二節 管理實務意涵117
第三節 研究限制與未來研究建議 120
參考文獻122
附錄一 訪談同意書131
附錄二 主管訪談大綱132
附錄三 部分工時人員訪談大綱133
參考文獻 References
一、網路資料
Deloitte Global Millennial Survey 2019. Retrieved from https://www2.deloitte.com/content/dam/Deloitte/global/Documents/About-Deloitte/deloitte-2020-millennial-survey.pdf (accessed 11 September 2020)
Mathur, M., & Hameed, S. (2016). A Study on Behavioural Competencies of the Z Generation. International Conference on Management and Information Systems, 63–71. Retrieved from http:// www.icmis.net/icmis16/ICMIS16CD/pdf/S122.pdf (accessed 1 October 2020)
Schawbel, D. (2014a), “Gen Y and Gen Z global workplace expectations study”. Retrieved from http://workplaceintelligence.com/geny-genz-global-workplace-expectations-study/ (accessed 12 July 2020).
Schawbel, D. (2014b), Gen Z Employees: The 5 Attributes You Need to Know. Retrieved from https://www.entrepreneur.com/article/236560 (accessed 12 July 2020).
Segran, E. (2016), “Your guide to generation Z: the frugal, brand-wary, determined anti-millennials”. Retrieved from www.fastcompany.com/3062475/ your-guide-to-generation-z-the-frugalbrand-wary-determined-anti-millen (accessed 10 August 2020).
Williams, A. (2015). Move Over, Millennials, Here Comes Generation Z. The New York Times. Retrieved from www.nytimes.com/2015/09/20/fashion/move-over-millennials-here-comes-generation-z.html?_r=0 (accessed 22 July 2020).
二、中文部分
《Cheers》快樂工作人雜誌 (2019)。Z世代萬人大調查。2020年7月21日,取自https://topic.cheers.com.tw/event/2019fwf/fwf-z.pdf
行政院主計處 (2019)。105年工業及服務業普查報告。2020年6月2日,取自https://www.stat.gov.tw/ct.asp?xItem=44413&ctNode=543&mp=4
麥當勞(2019)。黃金職缺調查。2020年7月11日,取自https://pt.mcdrecruitment.com.tw/news/content?year=2019&nid=300
李坤崇與歐慧敏 (2013)。青年工作價值觀量表指導手冊。台北:教育部青年發展署。
林素榮、賀彥中與蕭瑞國 (2010)。人格特質之概念分析,經國學報,28,49-58。
洪麗美、李德治、陳春富和李雪秀 (2000)。餐旅實習生投入相關產業意願之研究,弘光學報,60,46-59。
翁碩廷 (2015)。工作價值觀、工作輪調認同程度、知覺主管支持、信任之研究:以Y世代學生為研究對象。國立成功大學企業管理研究所,碩士論文。
教育部 (2105)。重編國語辭典修訂本。2020年11月5日,取自http://dict.revised.moe.edu.tw/cbdic/index.html
許士軍 (1972)。有關黎史(Litwin and Stringer)二氏組織氣候尺度在我國企業機構之適用性之探討,國立政治大學學報,26,103-138。
陳建龍、陳俊碩和林和明 (2010)。組織學習:國際觀光旅館烘焙師父為例,修平學報,21,191-210。
陳英祺 (2011)。探討工作價值、知識分享行為、團隊互動與信任對於工作績效之影響-以s維修公司為例。國立成功大學管理學院EMBA碩士在職專班,碩士論文。
黃仁傑 (2013),台灣國際觀光旅館之轉換型領導與交易型領導對組織承諾之影響–LMX中介效果。中國文化大學商學院觀光休閒事業管理研究所,碩士論文。
葉敏如 (2019)。主動性人格特質、組織認同與工作熱情間的關聯:以專業照顧服務員為例。國立中山大學人力資源管理研究所,碩士論文。
趙必孝、王喻平和張曉平 (2010)。訓練移轉之影響因素與其結果之研究—以國際觀光旅館員工為例,政策與人力管理,1(1),55-106。
劉宗芳 (2007)。社工人員的人格價值、工作價值觀與工作滿意度關係之研究—以高雄市服務身心障礙者之公益團體為例。國立高雄師範大學成人教育研究所,碩士論文。
劉燕萍 (2017)。經濟弱勢少年從事部分工時工作的社會心理影響。國立台灣大學社會科學院社會工作學系,博士論文。
蔡佶儫 (2020)。非此即彼?相容並蓄?探討個體之個人與集體主義特質對其工作行為之影響。國立中央大學,人力資源管理研究所,碩士論文。
蔡宜倩 (2006)。我國國際觀光旅館業人力資源管理之研究-以個案分析為例。國立政治大學勞工研究所碩士論文。
蔡宜真 (2019)。父母的教養方式、自主支持與兒童生活適應之關係。國立台灣師範大學教育心理與輔導學系,碩士論文。
鄭紹可 (2005)。人格特質、休閒參與和休閒阻礙之相關研究—以台北市成年人為例。國立臺灣師範大學公民教育與活動領導學系,碩士論文。
闕淑嫻 (2001)。工作價值觀量表編制—以 I 公司為例,第七屆企業人力資源管理診斷專案研究成果研討會。中央大學。
魏君潔 (2017)。不同世代女性背包客的社會角色衝突與在我成長。南華大學,國際事務與企業學系亞太研究碩士班,碩士論文。
三、英文部分
Ali, A., Wang, H., & Johnson., R. E. (2020). Empirical analysis of shared leadership promotion and team creativity: an adaptive leadership perspective. Journal of Organizational Behavior, 41(5), 405–423. doi:10.1002/job.2437
Al-Kurdi, O. F., El-Haddadeh, R., & Eldabi, T. (2020). The role of organizational climate in managing knowledge sharing among academics in higher education. International Journal of Information Management, 50, 217-227. doi:10.1016/j.ijinfomgt.2019.05.018
Andersona, H. J., Baur, J. E., Griffith, J. A., & Buckley, R. M. (2017). What works for you may not work for (Gen) Me: Limitations of present leadership the ries for the new generation. The Leadership Quarterly, 28, 245-260.
Antoncic, J. A., Antoncic, B., Grum, D. K., & Ruzzier, M. (2018). The big five personality of the SME manager and their company’s performance. Journal of Developmental Entrepreneurship, 23(4), 1–23. doi:10.1142/S1084946718500218.
Bakanauskiene, I., Bendaraviciene, R., & Bucinskaite, I. (2016). Employer's attractiveness: generation Y employment expectations in Lithuania. Human Resources Managemetn & Ergonomics, 1, 6-22.
Barron, P. (2008). Education and talent management: implications for the hospitality industry. International Journal of Contemporary Hospitality Management, 20(7), 730-742.
Bencsik, A., Horvath-Csikos, G., & Juhasz, T. (2016). Y and Z Generations at workplaces. Journal of Competitiveness, 8 (3), 90-106.
Berkup, S. B. (2014). Working With Generations X And Y In Generation Z Period: Management Of Different Generations In Business Life. Mediterranean Journal of Social Sciences, 5(19), 218-229.
Bhatti, M. H., Ju, Y., Akram, U., Bhatti, M, H., Akram, Z., &  Bilal, M. (2019). Impact of Participative Leadership on Organizational Citizenship Behavior: Mediating Role of Trust and Moderating Role of Continuance Commitment: Evidence from the Pakistan Hotel Industry. Sustainability. 11(4), 1-21. doi:10.3390/su11041170
Cakirpaloglu, S., Kvintova, J., Lemrova, S., & Hajkova, R. (2020). INTERNET ADDICTION AND PERSONALITY AMONG COLLEGE STUDENTS OF GENERATION Y AND Z. EDULEARN20 Proceedings, 2959-2968. doi:10.21125/edulearn.2020.0888
Chen, L., Wadei, K. A., Bai, S., & Liu, J. (2020). Participative leadership and employee creativity: a sequential mediation model of psychological safety and creative process engagement. Leadership & Organization Development Journal. 41(6). 741-759. doi:10.1108/LODJ-07-2019-0319
Chen, P., & Choi, Y. (2007). Generational differences in work values: A study of hospitality management. International Journal of Contemporary Hospitality Management, 20, 595–615.
Costa, J. P. T., & McCrae, R. R. (1992). Four ways five factors are basic. Personality and Individual Differences, 13, 653-665.
Davidson, M. C. G. (2003). Does organizational climate add to service quality in hotels?. International Journal of Contemporary Hospitality Management, 15(4), 206-213.
Dolot, A. (2018). The characteristic of Generation Z, E-Mentor, 2(74), 44-50. doi:10.15219/em74.1351
Edgar, F., Geare, A., & Zhang, J. A. (2018). Accentuating the positive. International Journal of Manpower, 39(7), 954-970.
Even, W. E., & Macpherson, D.A. (2019). The affordable care act and the growth of involuntary part-time employment. ILR Review, 72(4). 955-980.
Glass, A. (2007). Understanding generational differences for competitive success. Industrial and Commercial Training, 39(2), 98-103.
Gordon, S., Adler, H., Day, J., & Sydnor, S. (2019). Perceived supervisor support: A study of select-service hotel employees. Journal of Hospitality and Tourism Management. 38. 82-90. doi:10.1016/j.jhtm.2018.12.002
Gribanova, S. (2020). Managing of Motivation for Millennial IT Professionals in Latvia. Advances in Economics, Business and Management Research, 139, 491-498.
Gursoy, D., Maier, T. A., & Chi, C. G. (2008). Generational differences: An examination of work values and generational gaps in the hospitality workforce. International Journal of Hospitality Management, 27, 448-458.
Harris, K. (2020). A New Generation of Workers:Preparing for Generation Z in the Workplace(Unpublished master’s thesis). University of South Carolina, Columbia.
Hill, R.P. (2002). Managing across generations in the 21st century. Journal of Management Inquiry, 11(1), 60-66.
Hirschman, C., & Voloshin, I. (2007). The structure of teenage employment: Social background and the jobs held by high school seniors. Research in Social Stratification and Mobility, 25(3), 189-203.
Jaw, B. S., Ling, Y. H., Wang, C. Y. P., & Chang, W. C. (2006). The impact of culture on Chinese employees’ work values. Personnel Review, 36(1), 128-144. doi:10.1108/00483480710716759
Jaworski, C., Ravichand, S., Karpinski, A. C., & Singh, S. (2018). The effects of training satisfaction, employee benefits, and incentives on part-time employees’ commitment. International Journal of Hospitality Management, 74, 1-12. doi:10.1016/j.ijhm.2018.02.011
Jiri, B. (2016). The Employees of Baby Boomers Generation, Generation X, Generation Y and Generation Z in Selected Czech Corporations as Conceivers of Development and Competitiveness in their Corporation. Journal of Competitiveness, 8(4), 105-123.
Kayes, A. B., Kayes, D. C., & Kolb, D. A. (2005). Experiential learning in teams. Simulation and Gaming, 36(3). 330-354. doi:10.1177/1046878105279012
Kearney, E., Shemla, M., Knippenberg, D. V., & Scholz, F. A. (2019). A paradox perspective on the interactive effects of visionary and empowering leadership. Organizational Behavior and Human Decision Processes. 155. 20-30. doi:10.1016/j.obhdp.2019.01.001
Lanier, K. (2017). 5 things HR professionals need to know about Generation Z. Strategic commentary, 16(6), 288-290.
Li, W. D., Li, S., Feng, J., Wang, M., Zhang, H., Frese, M., & Wu, C. H. (2020). Can becoming a leader change your personality? An investigation with two longitudinal studies from a role-based perspective. Journal of Applied Psychology. Advance online publication. doi:10.1037/apl0000808
Liew, J., Kwok, O., Chang, Y., Chang, B. W., & Yeh, Y. (2014). Parental autonomy support predicts academic achievement through emotion-related self-regulation and adaptive skills in Chinese American adolescents. Asian American Journal of Psychology. 5(3). 214-222. doi:10.1037/a0034787
Magano, J., Silva, C., Figueiredo, C., Vitoria, A., Nogueira, T. & Dinis, P. A. M. (2020). Generation Z: Fitting Project Management Soft Skills Competencies—A Mixed-Method Approach. Education Sciences, 10(7), 1-24. doi:10.3390/educsci10070187
Mahmoud, A. B., Fuxman, L., Mohr, I., Reise, W. D., & Grigoriou, N. (2020). “We aren’t your reincarnation!” workplace motivation across X, Y and Z generations. International Journal of Manpower, doi:10.1108/IJM-09-2019-0448
Mathieu, J. E., Tannenbaum, S. I. & Salas, E. (1992), Influences of Individual and Situational Characteristics on Measures of Training Effectiveness. Academy of Management Journal, 35(4), 828-847.
Mathieu, J. E., Tannenbaum, S. I. and Salas, E. (1992), Influences of Individual and Situational Characteristics on Measures of Training Effectiveness. Academy of Management Journal, 35(4), 828-847.
Miller, T. j., Baranski, E. N., Dunlop, W. L., & Ozer, D. J. (2019). Striving for change: The prevalence and correlates of personality change goals. Journal of Research in Personality. 80. 10-16. doi:10.1016/j.jrp.2019.03.010
Mishra, A. N., Cao , C. & George, J. (2019). IT-Induced Employment Irregularities and Deskilling: Impacts on Temporary Worker Welfare. Fortieth International Conference on Information Systems. doi:10.2139/ssrn.3524085
Mokhtarpour, M ., & Kiani, M. (2020). Theoretical Explanation of the Use of Cyberspace and the Evolution of Family Structure in Iran with Emphasis on the Concept of Generation Gap. International Journal of Social Sciences. 10(3). 77-88.
Nielsen,I. K., Jex, S. M., & Adams, G. A. (2000). Development and Validation of Scores on a Two-Dimensional Workplace Friendship Scale. Educational and Psychological Measurement, 60(4), 628-643.
Odunaike, B. A., & Babalola, S. S. (2019). Employee Construct of Work-Values among University Support-Staff. Journal of Reviews on Global Economics, 8, 1420-1428.
Park, S., & Park, S. (2018). Exploring the generation gap in the workplace in South Korea. Human Resource Development International, 21(3), 276-283. doi:10.1080/13678868.2017.1306769
Parry, E. & Urwin, P. (2011). Generational Differences in Work Values: A Review of Theory and Evidence. International Journal of Management Reviews, 13, 79–96.
Rachmadini, F., & Riyanto, S. (2020). The Impact of Work-Life Balance onEmployee Engagement in Generation Z. IOSR Journal of Humanities and Social Science (IOSR-JHSS), 25(5), 62-66. doi:10.9790/0837-2505106266
Rudez, H. N., & Mihalic, T. (2007). Intellectual capital in the hotel industry: A case study from Slovenia. International Journal of Hospitality Management, 26(1), 188–199.
Schullery, N. M. (2013). Workplace Engagement and Generational Differences in Values. Business Communication Quarterly, 76(2) 252–265. doi:10.1177/1080569913476543
Schwartz, S. H. (2012). An Overview of the Schwartz Theory of Basic Values. Online Readings in Psychology and Culture, 2(1). doi:10.9707/2307-0919.1116
Seemiller, C., & Grace, M. (2016). Generation Z Goes to College. San Francisco, CA: Jassey-Bass.
Shrivastava, P., Ikonen, M. & Savolainen, T. (2018). Trust, Leadership Style and Generational Differences at Work–A Qualitative Study of a Three-generation Workforce from Two Countries. NJB. 66(4), 257-276.
Simasiku, M. (2020). A Qualitative Research on Zambian Work Values: A Theoretical overview from an Intrinsic and Extrinsic Point of View across Generations. International Journal of Science and Business, 4(3), 46-55. doi:10.5281/zenodo.3692884
Singh, V., Verma, S., & Chaurasia, S. (2020). Intellectual structure of multigenerational workforce and contextualizing work values across generations: a multistage analysis. International Journal of Manpower. doi:10.1108/IJM-04-2019-0207
Sobaih, A. E., Coleman, P., Ritchie, C., & Jones, E. (2008). Part-time employees on service quality in the UK restaurant sector. The Hospitality Review, 10(4), 63–69.
Sobaih, A.E.E. (2011). Half job-half training? Management perceptions of part-time employee training in the hospitality industry. Journal of Human Resources in Hospitality and Tourism, 10(4), 400-420.
Sung, Y. T., Chang, Y. T. Y., Cheng, T. Y., & Tien, H. L. S. (2019). Development and validation of a work values scale for assessing high school students: A mixed methods approach. European Journal of Psychological Assessment, 35(4), 526-543. doi :10.1027/1015-5759/a000408
Tasselli, S., Kilduff, M., & Landis, B. (2018). Personality Change: Implications for Organizational Behavior. Academy of Management Annals. 12(2). 467–493. doi:10.5465/annals.2016.0008
Titko, J., Svirina, A., Skvarciany, V., & Shina, I.(2020). Values of young employees: z-generation perception. Business: Theory and Practice, 21(1), 10–17. doi:10.3846/btp.2020.11166
Tseng, S. M., & Lee, P. S. (2014). The effect of knowledge management capability and dynamic capability on organizational performance. Journal of Enterprise Information Management, 27(2), 158-179.
Wu, C. H., Wang, Y., Parker, S. K., & Griffin, M. A. (2020). Effects of chronic job insecurity on Big Five personality change. Journal of Applied Psychology, 105(11), 1308-1326. doi:10.1037/apl0000488
電子全文 Fulltext
本電子全文僅授權使用者為學術研究之目的,進行個人非營利性質之檢索、閱讀、列印。請遵守中華民國著作權法之相關規定,切勿任意重製、散佈、改作、轉貼、播送,以免觸法。
論文使用權限 Thesis access permission:自定論文開放時間 user define
開放時間 Available:
校內 Campus: 已公開 available
校外 Off-campus: 已公開 available


紙本論文 Printed copies
紙本論文的公開資訊在102學年度以後相對較為完整。如果需要查詢101學年度以前的紙本論文公開資訊,請聯繫圖資處紙本論文服務櫃台。如有不便之處敬請見諒。
開放時間 available 已公開 available

QR Code