中文摘要：

基于代际差异视角,对129个团队的629名员工采用配对调研的方式,分析和验证了工作价值观在不同代际群体（＂60后＂、＂67后＂、＂80后＂和＂90后＂）的差异性,以及不同代际群体间工作价值观对创新绩效的差异化影响。研究结果发现,工作价值观的不同维度存在着显著的代际差异,＂80后＂比＂60后＂更加重视安全与舒适、能力与成长和地位与独立价值观;＂80后＂比＂67后＂更加重视能力与成长价值观;工作价值观的能力与成长、地位与独立价值观维度及创新绩效存在着显著的正向关系;在＂60后＂、＂67后＂两代之间工作价值观的各维度对创新绩效的影响存在显著差异;＂80后＂、＂60后＂两代之间的地位与独立价值观对创新绩效的影响存在显著差异。

英文摘要：

Using the paired research approach, this study justifies the proposed hypothesis by the data collected from 629 employees of 129 teams. From the perspective of generation, the study analyzes and verifies the differences of the dimensions of work values among different generational groups, which are consisted of 60s, 70s, 80s and 90s generations, as well as the influence of work values on the innovation performance among different generational groups. The results show that the significant generational differences exist across different dimensions of work values, 80s generation pay more attention to safety and comfort, ability and growth and status and independence values than 60s generation, and 80 generation pay more attention to the ability and growth values than 67 genearation （the ones born after the year 1967）. There is a significant positive relationship between work values＇ ability and growth, status and independence, and innovation performance. The influence of each dimen- sion of work values on the innovation performance demonstrates significant differences between 60 generation and 67 generation . And the influence of status and independence on the creative performance is different between 80 and 60 generations. This study not only finds the relationship between work values and creative performance, but also enriches and expands the research on generation differences in workplaces, and provides references to how to manage different generational groups effectively.