Dimensions of Job Demands Among New-Generation Employees Based on Online Reviews by Employees

Based on employees' online reviews, this article analyzes the dimensions of job demand for new-generation employees, using a combination model of Latent Dirichlet Allocation, decision-making trials and evaluation laboratory, interpretative structural modeling, and cross-impact matrix multiplication (LDA-DEMATEL-ISM-MICMAC). The results show that job demand is composed of 10 dimensions, and there is significant interdependence between the dimensions. Changing one dimension will quickly affect the other dimensions. The dimension with the greatest influence degree is leadership and team atmosphere (<i>s</i>₁), while the dimension with the highest affected degree and centrality degree is welfare and promotion (<i>s</i>₃). Leadership and team atmosphere (<i>s</i>₁), company culture and industry (<i>s</i>₄), overall environment and platform (<i>s</i>₅), and platform and technology (<i>s</i>₇) were identified as the key factors. They play a causal role in job demand and have a significant impact on other dimensions. Dimensions such as working relationship and intensity (<i>s</i>₂), welfare and promotion (<i>s</i>₃), opportunity and resources (<i>s</i>₆), business and industry development (<i>s</i>₈), corporate prospects and personal development (<i>s</i>₉), and work stress and position (<i>s</i>₁₀) are affected by other dimensions and require special attention. The underlying need is present for the dimension of leadership and team atmosphere (<i>s</i>₁), which has a direct or indirect impact on other dimensions in different ways.