Nicky 工作特征模型工作特征模型Research background1. established as the first national science park in 1988 with the approval by the Chinese government. 2. focus on the development of electronic information, energy, enviromental protection, bio-engineering, new medicine, material and other areas of high-tech industries.Z-Park(Zhongguancun Science Park)1.first appeared to describe teenagers of the day ( Ad Age ,1993), which they defined as separate from Generation X (Generation Y alludes to a succession from “Generation X),2.aged 1319 (born 1974-1980), as well as the teenagers of the upcoming ten years.3.also called Millennials, Echo Boomers, and Nexters (Dulin, 2005). Generation YThe Worldwide Opinions of Generation Ya new definition:specifically refers to the young people who born between 1980-1990 in China .In this study,Job design: changing the content and/or process of a specific job to increase job satisfaction and permance(Kinicki & Kreitner,2008)Three motivational approache1.Job enlargement2.Job enrichment3.Job characteristics modelThe job characteristics model :proposes that any job can be described in terms of five core job dimensions (Hackman & Oldham,1975)1.skill variety2.task identity3.task significance4.autonomy5.feedbackThe main point of JCM model : Different psychology statesPersonal and wok outcomes.Five core job dimensions Fig.1.the main point of JCM modelThe Job Characteristics Model （JCM ）Source: J.R. Hackman and G.R. Oldham, Work Design (excerpted from pp. 7880). 1980 by Addison-Wesley Publishing Co., Inc. Reprinted by permission of Addison-Wesley Longman, Inc.Main question:Is it true or false ? The more those three psychological states are present , the greater will be Z-Park employees motivation, performance, and satisfaction and the lower their absenteeism and likelihood of leaving the organization.Objective: This study explores the impact of job characteristics on Z-Park Gen Y employees internal work motivation, job performance, job satisfaction, absenteeism and turnover. We can get the information from the result analysis to support the further research aimed to increase the Z-Park Gen-Y employees job satisfaction, performance and decrease the turnover that always linked to the cost of the organizations.Conceptual frameworkIndependent Variables Critical psychology status1.experienced meaningfulness of the work2.experienced responsibility for outcomes of the work3.knowledge of the actual results of the work activities 1.internal work motivation 2. job performance 3. job satisfaction 4. absenteeism 5.turnoverDependent VariablesPersonal and work outcomesX1X2X3X4X5X6X7Experienced meaningfulness of the workExperienced responsibility for out comes of the workKnowledge of the actual results of the work activities Independent variablesdependent variablesInternal work motivation Y1Y2Job performanceJob satisfactionJob absenteeismturnoverY3Y4Y5Y6Y7Fig.2. the research modelNote: denotes positively impact denotes negatively impact HypothesesH1a . The ZPark Gen Y employees perceptions of the meaningfulness of the work positively affect internal work motivation.H1b. The ZPark Gen Y employees perceptions of the meaningfulness of the work positively affect job performance.H1c. The ZPark Gen Y employees perceptions of the meaningfulness of the work positively affect job satisfaction.H1d. The ZPark Gen Y employees perceptions of the meaningfulness of the work negatively affect work absenteeism.H1e . The ZPark Gen Y employees perceptions of the meaningfulness of the work negatively affect turnover. General : The ZPark Gen Y employees personal and work outcomes has a relationship with the perception of the job characteristics. H1. The experienced meaningfulness of the work.H2. The experienced responsibility for outcomesH2a. The ZPark Gen Y employees perceptions of the responsibility for outcomes of the work positively affect internal work motivation.H2b. The ZPark Gen Y employees perceptions of the responsibility for outcomes of the work positively affect job performance.H2c. The ZPark Gen Y employees perceptions of the responsibility for outcomes of the work positively affect job satisfaction.H2d The ZPark Gen Y employees perceptions of the responsibility for outcomes of the work negatively affect work absenteeism.H2e The ZPark Gen Y employees perceptions of the responsibility for outcomes of the work negatively affect turnover.H3. The knowledge of the actual results of the workH3a The ZPark Gen Y employees knowledge of the actual results of the work activities positively affect internal work motivation.H3b The ZPark Gen Y employees knowledge of the actual results of the work activities positively affect job performance.H3c The ZPark Gen Y employees knowledge of the actual results of the work activities positively affect job satisfaction.H3d The ZPark Gen Y employees knowledge of the actual results of the work activities negatively affect work absenteeism.H3e The ZPark Gen Y employees knowledge of the actual results of the work activities negatively affect turnover.H4. The relationships among job performance, job satisfaction ,absenteeism, turnover and internal work motivation.H4a The ZPark Gen Y employees perceptions of internal work motivation positively affect job performance.H4b The ZPark Gen Y employees perceptions of internal work motivation positively affect job satisfaction.H4c The ZPark Gen Y employees perceptions of internal work motivation negatively affect work absenteeism.H4d The ZPark Gen Y employees perceptions of internal work motivation negatively affect turnover.Internal work motivation Job performanceJob satisfactionJob absenteeismturnoverH5. The relationships among job satisfaction ,absenteeism, turnover and job performance.H5a The ZPark Gen Y employees perceptions of job performance positively affect job satisfaction.H5b The ZPark Gen Y employees perceptions of job performance negatively affect work absenteeism.H5c The ZPark Gen Y employees perceptions of job performance negatively affect turnover.Job performanceJob satisfactionJob absenteeismturnoverH6. The relationships among absenteeism, turnover and job satisfaction.H6a The ZPark Gen Y employees perceptions of job satisfaction. Negatively affect work absenteeism.H6b The ZPark Gen Y employees perceptions of job satisfaction. Negatively affect turnover. Job satisfactionJob absenteeismturnover methodologyResearch design 1.Quantitative The design of the questionnaire in this study is divided into 6 parts, namely job characteristics, internal work motivation, job performance, job satisfaction employee absenteeism and employee turnover2.Questionnaires survey:All items (excepts the personal information ,e.g. age, sex; etc.)will be measured using a 5-point Likert scale Likert scale 1=strongly disagree 2=disagree 3=neither agree or disagree 4=agree 5=strongly agreeSample and data collectionThe data will be collected from a sample drawn from 10 sub-parks of the Zpark in Beijing. While the employees are a subgroup of all 20-30 years old, they are also part of the larger entity of Gen Y. Z-PARKHaidian parkDesheng parkFengtai parkYonghe parkChangping parkShijingshan parkElectronic TownThongzhou parkYizhuang parkDaxing CBP