Today’s business leaders face an unprecedented challenge of engaging and retaining young workers. We examined two facets of workplace respect to determine how leaders might combat this issue. A model was tested to examine the relationship of respectful engagement, autonomous respect, and occupational resilience on job outcomes. A survey of 1,036 U.S. young workers aged 21 to 34, employed full-time, revealed that autonomous respect was a stronger predictor of occupational resilience than respectful engagement. Additionally, there was a significant positive relationship between occupational resilience and job satisfaction, employee loyalty, and job engagement. Finally, the relationship of both respectful engagement and autonomous respect on job outcomes was positively mediated by occupational resilience, further substantiating the positive benefits of respectful communication on employees’ wellbeing and, ultimately, positive long-term business benefits.

当今的企业领导者在聘用和留住年轻工人方面面临着前所未有的挑战。我们研究了工作场所尊重的两个方面，以确定领导者如何应对这个问题。测试了一个模型，以检查尊重敬业度，自主尊重和职业韧性与工作成果之间的关系。一项针对1,036名美国21至34岁青年工人的调查显示，与尊重敬业度相比，自主尊重是更强的职业韧性预测指标。此外，职业弹性与工作满意度，员工忠诚度和工作投入之间存在显着的正相关关系。最后，尊重敬业度和自主尊重对工作成果的关系是由职业适应力积极调节的，