The Research On "80s" Knowledge Staff's Job Satisfaction And Turnover Intention

"80s" is a special generation who growed up in the new period of Chinese economic reform. There life experience and value are unique and different with their parents especially in work attitude and work behavior. The research idea which presented on this thesis is focus on this special generation and recognized the special characters on them at work place. The job satisfaction and turn over intention are chosen in this research because most researchers believed that the work turnover intention of 80s is higher and job satisfaction is lower than people in other generation. This research proposed the research conceptual model and developed hypothesises based on the literature review and theortical analysis. The organization life theory, Cook curve and SOR(Stimulus, Organism, Response) theories were be used in this research to analysis the practical management events.According the research hypothesis, the survey was used to collect data. And available data were analyzed in hypothesis testifation by the SPSS 17.0 statistical tool. The result of exploratory factor analysis of job satisfaction has divided into four dimensions, including power.conditions of work satisfaction, occupational safety and growth opportunities. The results showed:(1) satisfaction with working conditions, occupational safety and turnover intention is negatively correlated. (2) gender, education, birth environment, the city where the highest degree types and turnover intention was no significant difference. The article also with the "80 former" knowledge workers in the demographic variables and job satisfaction and turnover intention relationship were compared. In terms of demographic variables, in common:marital status, age, income, job level. Differences include:the nature of business. education, gender, work experience. Job satisfaction:the common ground, including:salary, enterprise system, working environment. Similarities and differences are:This study suggests that a harmonious relationship between colleagues has nothing to do with turnover intention.Finally, A case study was used to support our research result. Through the structured interview, analysed "80s" Knowledge Staff factors in the enterprise. A study found that employees have led the turnover intention of influencing factors were consistent with the empirical study. In order to help companies realize the "80" Knowledge Staff behavior in work place, and control them effectively, the conclusions of this study gave some suggestions. And we summed up the limitations and furture research of this study.