| 英文摘要 |
Generational differences in the workplace have been a popular and
important topic. The study presents a discussion of generational
differences and their impact on human resource utilization in public
sector. Firstly, the study clarifies the differences between generations and
focuses on the age. There are some differences between generations in the
management of human resources and work values. Secondly, this study
reviews the differences between domestic, foreign generations and the
development trend of human resources across generations. In addition,
this study uses the focus groups for older generation civil servants and
young generation civil servants for comparative analysis. They have
indeed differences between the two generations. At the same time, the
study also uses secondary data analysis to gain insight into the differences
in attitude among different age groups, for example, public service
performance evaluation, personal innovation will, public service
motivation, work-family conflict, risk appetite, leadership and
communication, malpractice disclosure. The study also found relevant
differences. Finally, this study argues that the older generation and the
younger generation are not a kind of conflict but a complementary one. In
conclusion, there are differences in the behavior and value of civil
servants in different age groups. Different generations of civil servants
have differences because of democratic experience etc. There are
differences between different generations of civil servants in the work of
behavioral traits and values. The research suggests that we should
re-construct the policy orientation of human resources management in
public sectors. Public sectors should use culture and technology as much
as possible with external society. Public sectors should have more
improvements of examination system, training, appointment, promotion,
performance appraisal, welfare and etc. |