Author: LIN YANAN

Issue: 2023-2024

Abstract:

In order to improve its core competitiveness, enterprises must transmit some pressure to their employees. However, excessive work pressure can have a significant impact on the physical and mental health and work behavior of the new generation of employees. The purpose of this study is to enhance the impact of challenging stressors on organization-based self-esteem, examine the mechanism of action between challenging stressors and the work engagement of the new generation of employees, and promote an increase in work engagement of the new generation of employees. This study proposes a moderated mediation model based on cognitive interaction theory, self consistency theory, and intergenerational difference theory. The independent variable is defined as a challenging stressor, the dependent variable is defined as work engagement, the mediating variable is defined as organization-based self-esteem, and intergenerational differences are defined as moderating variables to explore the mechanism of the effect of challenging stressors on work engagement, Verify the mediating role of organization-based self-esteem between challenging stressors and work engagement, as well as the moderating effect of intergenerational differences. The study used a questionnaire survey method to investigate employees of three large manufacturing enterprises in Zhengzhou, China. 528 questionnaires were collected and 422 were valid. Data analysis was conducted using software such as SPSS and Amos. Reliability and validity tests, structural equation modeling analysis, and other methods were used to verify whether there was a significant difference in stress response between the 80s and 90s generations, and whether there was a significant difference in challenging stressors Is there a significant difference between organization-based self-esteem and work engagement level. The study results show that: (1) Challenging stressors are significantly positively correlated with work engagement; (2) Organization-based self-esteem partially mediates the positive effect of challenging stressors on work engagement; (3) Intergenerational differences play a moderating role in the impact of challenging stressors

on group organization-based self-esteem. (4) There is a significant difference in work engagement among 90s individuals under challenging stressors through organization-based self-esteem.

Therefore, the project will deeply explore the impact mechanism of work commitment on employees from a cognitive perspective, and include organization-based self-esteem in it, and conduct an empirical test, so as to make up for the shortcomings of the existing study.

On this basis, this study discusses the role transformation mechanism of employees of different ages in the influence of work commitment, in order to effectively deal with the work commitment of employees of different ages among employees of different ages, and then for organizational managers to effectively deal with the work commitment of employees of different ages, so as to improve organizational performance.

Keyword: challenging Stressor, Organization-based self-esteem, Work engagement, generation difference