基于扎根理论，通过大样本开放式问卷调查，系统探究了工作意义感与无意义感的来源及二者之间的关系，构建了“工作意义感-无意义感”的理论框架并结合不同代际进行了探讨。研究结果发现：工作意义感前因按普遍性排序依次为贡献、自我实现、认可、关系、环境、领导行为和工作内容；工作无意义感前因则依次为环境、领导行为、工作内容、无法自我实现、消极认识、关系与无贡献；工作意义感与无意义感并非非此即彼，而可能是“工作意义感-没有工作意义感”和“工作无意义感-没有工作无意义感”的关系，并分别受到意义激发因素、无意义激发因素的影响；不同代际的工作意义感前因并无突出差异，但就工作无意义感前因而言，改革前一代更突出了领导行为的影响，改革一代中组织情境是更为显著的前因，而后改革一代则更强调了组织情境和工作特征的作用。

Based on grounded theory, this study systematically investigates the antecedents of work meaningfulness and meaninglessness and their relations using a large-sample open-ended questionnaire survey. It constructs a theoretical framework of “work meaningfulness-meaninglessness” and explores it across different generations. Findings reveal that the antecedents of work meaningfulness are contribution, self-actualization, recognition, relationship, context, leaders’ behaviors and job content in order of prevalence. The antecedents of work meaninglessness are context, leaders’ behaviors, job content, non-self-actualization, others’ negative perceptions, relationship and lack of contribution in order of prevalence. Work meaningfulness and meaninglessness are not mutually exclusive, but rather a relation as “work meaningfulness-no work meaningfulness” and “work meaninglessness-no work meaninglessness”, and they are influenced by factors of meaningfulness stimulation and meaninglessness stimulation respectively. There is no significant generational difference in the antecedents of work meaningfulness. However, the antecedents of work meaninglessness differ, with the pre-reform generation highlighting the impact of leaders’ behaviors, the reform generation emphasizing organizational context, and the post-reform generation stressing the roles of organizational context and job characteristics.