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. |