作为社会主义市场经济体制逐步完善的新生代“90后”群体,他们属于真正的“市

场经济的一代”,在思想和价值观上更加自由和开放,更敢于表现和表达自己的主张和

观点。同时,90后群体已逐渐步入职场,其独特的个性和需求,以及所表现出的种种问

题也为中国企业管理者带来了新的挑战。随着经济发展的速度越来越快,企业员工队伍

逐渐呈现出越来越大的流动性特征。尤其是“90后这一群体的高离职率已经引起了社会

的广泛关注。

本研究以90后员工这个特殊的群体为研究对象,研究中国企业中90后”员工的工作

价值观对离职倾向的影响,并探讨组织认同在这一过程中所起的中介作用。以问卷调查

为主,运用SPSS21.0软件分析收集的样本数据,通过信度和效度分析,方差分析、相关

分析和回归分析等方法,得出以下结论:(1)工作价值观中的自身发展、尊重声望及

工作回报三个维度对90后员工离职倾向有显著的负向影响;(2) 90后员工的工作价值

观与组织认同呈显著正相关;(3)组织认同中的积极评价和情感归属两个维度对离职

倾向有显著的负向影响;(4)组织认同在工作价值观与离职倾向的关系中起到中介作

用;(5)人口统计变量的工作年限对工作价值观、组织认同和离职倾向有显著的影响。

本研究对于提升90后员工对企业的组织认同感、引导员工价值观和组织相匹配、防

止企业的人才流失等方面都有重要的指导意义,同时也给组织人力资源管理者和企业管

理者提供有针对性的参考价值,具有一定的现实意义。

关键词:90后员工;工作价值观;组织认同;离职倾向

第II页
华东理工大学硕士学位论文

Research on the Relationship among Post-90s Employee Work Values and

Turnover Intention

Abstract

With the perfection of socialist market economic system, the new generation, Post-90s,

has becoming the main power of market economy. This generation possesses a much open

and liberal value, and also dares to show their views and ideas. Currently, as Post-90s are

gradually entering into the employment market, their unique personalities, demands and

relevant problems bring new challenges to business manager in China. Along with the

increasingly rapid pace of economic development, the employee turnover rate also raises

sharply, especially the Post-90s, its turnover rate has caused widespread concern.

This study mainly focuses on this special group, the Post-90s. The influence of their

work value on turnover intention and the mediating effect of organizational identification will

also be discussed. This study use questionnaire survey as the main research method. After

analyzing the sample data collected by the SPSS21.0 software by using reliability and validity

analysis, analysis of variance, correlation analysis and regression analysis, the conclusions

have been reached. Firstly, self-development, esteem and reputation, employment rewards

have significant negative influence on Post-90s' turnover intention. Secondly, their work

values have positive relation with organizational identification. Thirdly, positive appraisal and

emotional closeness have remarkable negative influence on their turnover intention. Fourthly,

organizational identification has mediating effect between work values and turnover intention.

Finally,demographic variables of working experience have a significant impact on the work

values, organizational identification and turnover intention.

This study has important guiding significance on enhancing organizational identification

of Post-90s,promoting the matching rate of employees' values with the organization,

preventing the outflow of talent. Meanwhile, it has specific reference and practical value for

human resource managers and enterprise managers.

Keywords: Post - '90; Work Values; Organizational Identification; Turnover Intention