随着Z世代员工逐渐进入组织情境，如何结合群体的特点管理这一代员工成为组织所重视的问题。提升员工工作意义感被认为是给组织带来积极结果的方式，如带来更高的工作满意度及工作投入、更强的组织承诺和更低的离职意愿等。然而，学界对工作意义感的定义和维度结构仍未统一，也并未考虑到时代发展下组织中新生代员工的特点。同时，已有的工作意义感量表均基于西方组织文化背景，且均为李克特式自陈量表，被试在作答过程中难以避免赞许性效应等反应偏差。因此，目前国内仍缺乏对更有效的工作意义感本土化测量工具的开发。结合上述背景，本研究旨在深入探究Z世代员工工作意义感的定义、内涵和结构，以及为这一群体开发适用的工作意义感迫选量表。
本研究在中国组织情境中展开，对32名Z世代员工进行了半结构化访谈，探索了其工作意义感的定义和结构。对访谈文本进行了转录和编码，根据编码结果，初步编写了94个陈述，包括发掘潜能、发挥价值、内在愉悦、现实基础、组织认同、充实生活六个维度。再依据24名专家的评定意见对陈述进行筛选和修改，保留了78个陈述。
通过credamo线上问卷平台对陈述进行初次施测，收集了388份数据。对前195份数据进行探索性因子分析，合并了内在愉悦维度和充实生活维度，保留了39个陈述，各维度的信度在0.789-0.950之间。由于形成的各维度下陈述的数量不均，因此依据各维度定义，在发掘潜能维度、现实基础维度各补充了2个陈述，组织认同维度补充了5个陈述，最终得到48个陈述。经过补充收集后的数据共196份，验证性因子分析结果显示五因子模型拟合良好（χ2/df = 1.898, RMSEA = 0.068, CFI、TLI指标分别为0.886和0.879）。同时，检验了工作意义感与工作投入之间的效标关联效度，相关系数为0.866。最终保留48个陈述，信度指标以及包含结构效度和效标关联效度的效度指标符合测量学标准，因此可以用于后续迫选量表的编制。
在形成48个陈述后，编制了Z世代员工工作意义感迫选量表。通过工作赞许性的评定、陈述匹配等方法，将48个陈述配对形成包含16个项目块的三联体Z世代员工工作意义感迫选量表，每个项目块下的陈述均来自不同维度，被试的评分方式为全排序，计分方式为选“最符合我的”计2分，“次符合我的”计1分，“最不符合我的”计0分。通过credamo线上问卷平台施测，收集了366份数据。使用Mplus8软件分析，Thurstonian IRT模型拟合结果显示，RMSEA = 0.044，χ2 ∕df = 3.501，CFI、TLI指标分别为0.739和0.716。同时，收集了54份数据，检验了Z世代员工工作意义感迫选题目的各维度得分与各维度下陈述得分之间的同时效度。相关分析结果显示，五个维度中的发掘潜能（0.335）、发挥价值（0.270）和内在愉悦（0.481）维度的两个得分之间存在显著相关，其中内在愉悦维度p值在0.01水平上显著，其他两个维度p值在0.05水平上显著，而现实基础和组织认同维度在两个得分间的相关不显著。综合来看，效度指标表明研究开发的Z世代员工工作意义感迫选量表在结构效度和同时效度上达到可以接受的水平。
总体而言，本研究在中国组织情境下，界定了Z世代员工工作意义感的定义，探索并验证了Z世代员工工作意义感的结构，开发了Z世代员工工作意义感迫选量表，经实证数据检验，工具的有效性达到测量学标准。

As Generation Z employees gradually enter the organizational context, how to combine the characteristics of the group to manage this generation of employees has become an important issue for the organization. Improving employees' meaningful work is regarded as a way to bring positive results to the organization, such as higher job satisfaction and job involvement, stronger organizational commitment and lower turnover intention. However, the definition and dimension structure of meaningful work have not been unified in academia, and the characteristics of the new generation of employees in organizations under the development of times have not been taken into account. At the same time, the existing meaningful work scales are all based on western organizational culture background and are Likert self-report scales, so it is difficult for subjects to avoid response bias such as approvability effect in the process of answering. Therefore, the development of more effective localization measure for meaningful work is still lacking in China. Combined with the above background, this study aims to deeply explore the definition, connotation and structure of the meaningful work of Generation Z employees, and develop a suitable Generation Z employees’ meaningful work forced-choice scale for this group.
Conducted in a Chinese organizational context, this study conducted semi-structured interviews with 32 Generation Z employees to explore the definition and structure of their meaningful work. The interview transcripts were transcribed and encoded. According to the encoding results, 94 statements were preliminarily compiled, including six dimensions: exploring potential, exerting value, intrinsic pleasure, reality basis, organizational identification and fulfilling life. 78 statements were retained after the 24 experts’ evaluation to select and modify.
Statements were first measured using the credamo online questionnaire platform and 388 data were collected. After exploratory factor analysis performed on the first 195 data, the intrinsic pleasure dimension and the fulfilling life dimension were combined, and 39 statements were retained. The reliability of each dimension was between 0.789 and 0.950. Due to the uneven number of statements in each dimension, according to the definition of each dimension, 2 statements were added in the dimension of exploring potential and reality basis, and 5 statements were added in the dimension of organizational identity and 48 statements were finally obtained.  196 data were collected after supplementary collection. The results of confirmatory factor analysis showed that the five-factor model fit well (χ2/df = 1.898, RMSEA = 0.068, CFI and TLI were 0.886 and 0.879 respectively). Meanwhile, the criterion correlation validity between job sense and job involvement was tested, and the correlation coefficient was 0.866. In the end, 48 statements were retained. The reliability index and the validity index including structural validity and criterion association validity meet the measurement standards so they can be used for the compilation of subsequent forced-choice scale.
After forming 48 statements, the Generation Z employees’ meaningful work forced-choice scale was compiled. 48 statements were paired to form a Generation Z employees’ meaningful work forced-choice triplet scale with 16 items through the work desirability rating, statement matching and other methods. The statements under each item block are from different dimensions. The scoring method is full ranking. The scoring method is 2 points for "the most consistent with me", 1 point for "the second consistent with me", and 0 points for "the least consistent with me". 366 data were collected using the credamo online questionnaire platform. Tested by Mplus8, the fitting results of Thurstonian IRT model showed that RMSEA = 0.044, χ2/df = 3.501, CFI and TLI were 0.739 and 0.716, respectively. At the same time, 54 pieces of data were collected to test the simultaneous validity between the scores of the questions of Generation Z employees’ meaningful work forced-choice scale in each dimension and the statement scores in each dimension. The results of correlation analysis showed that there was a significant correlation between their scores of exploring potential (0.335), exerting value (0.270) and intrinsic pleasure (0.481). The p value of intrinsic pleasure was significant at the level of 0.01, and that of the other two dimensions was significant at the level of 0.05. However, there was no significant correlation between reality based and organizational identity’s scores. On the whole, the validity index indicates that the Generation Z employees’ meaningful work forced-choice scale has reached an acceptable level in terms of structural validity and concurrent validity.
In general, this study defines the meaningful work of Generation Z employees, explores and verifies the structure of the meaningful work of Generation Z employees, and develops the Generation Z employees’ meaningful work forced-choice scale in the context of Chinese organization. The empirical data test shows that the effectiveness of the scale meets the psychological measurement standards.