A Study On The Influence Mechanism Of The New Generation Staff 's Working Values ​​on The Turnover Intention

In China, new generation employees are who were born after 1st January 1980,including the post-80 s, the post-85 s, and the post-90 s. Nowadays, new generation employees have been the major driving force in companies. From managers’ point of view, they are unstable, having independence of thought, poor self-discipline, and blind confidence. High turnover rate and blurred value orientation of new generation employees are the biggest blocks of companies’ strategic development, which brings huge challenge to managers. Therefore, this research focused on the explicit and implicit work value, their difference, and the relationship between work value, job satisfaction, organizational commitment, and turnover intention.The study included 2 sub-studies. In the first study, 30 new generation employees were selected as objects to finish a work value questionnaire to quest for the explicit attitude towards work value and a SC-IAT experiment which was compiled by Inquisit3.0 to quest for the implicit attitude towards work value. The results of the first study showed that:(1)No inter-generation difference were found in implicit work value;(2)The explicit work value of the post-80 s was lower than the the explicit work value of the post-85 s and the post-90 s, but nothing happened between the post-85 s and the post-90s;(3)The explicit work value were higher than implicit work value.In the second study, 389 new generation employees were selected as objects to finish 4 scales, which were used to measure the level of work value, job satisfaction,organizational commitment, and turnover intention. The results of the second study showed that:(1)Organizational commitment played a mediating role in the indirect relationship between emotional work value and turnover intention, and Explicit work satisfaction moderated the mediated path through organizational commitment, such that this indirect effect was much stronger for new generation employees with low explicit work satisfaction;(2)the implicit work satisfaction played a moderating role in the relationship between emotional work value and turnover intention.SPSS 16.0 was used for data inputting and analysis. Bootstrap was used for hierarchical regression analysis. The results provided managers suggestions to managing new employees more smoothly, which made a sense for companies’ strategic human resources management.