Research On The Post-80’ College Students’ Work Values’ Impac On Turnover Intention

From this point of modern human resource management, the relationship between enterprises and employees is a dual relationship; this relationship will link the enterprise and its employees that with same values more closely together, showing greater competition in the increasingly fierce market competition, and provides more room for the development of individual employees. Dual-option also means that the staff may initiative leaving the company for various reasons, this turnover is often unpredictable that enterprises do not want to occur. The turnover of these staff will bring a variety of tangible and intangible losses:recruitment costs, training costs, staff’s replacement cost, the leaking of trade secrets and so on. Employee turnover has become a management issues in the modern human resource management.The Post-80’s growth in the new era of reform and opening up international exchanges and cooperation increased, deeply influenced by Western concepts, received a good education, realizing that the market economy providing a broad space for them to display their talents, disliking the life with no exciting, persuading a fashion and challenging lifestyle. Studies have shown the Post-80’s key work values: achievement of self-worth. It can be seen that the Post-80’s who have strong achievement motivation pay more attention to self-development, working largely in order to play their expertise and potential, reflecting their self-worth and be recognized by society. Hence most of the Post-80’s who have low job satisfaction when the job lacking of accomplishment will likely choose to leave their companies.On the basis of reading literatures,the study choose the unique group Post-80’s as the research object, through using spss19.0analyzing the group’s unique personality characteristics and surveying representative companies to study the work values and turnover intention in the Chinese enterprises and examine the intermediary role played by organizational commitment. The results show that part of the Post-80’s demographic variables has a significant impact on work values, organizational commitment and turnover intention; Job satisfaction and turnover intention and organizational commitment was significantly associated; Employees’ organizational commitment and turnover intention was significantly negatively correlated; Organizational commitment plays part of the role of intermediary between work values and turnover intention.The study aiming at improving the employee’s identification sense of the organization and the matching of employees with organizational values and organizational commitment, helping Chinese enterprises to effectively prevent the loss of talent employees, providing local recommendations for the human resource management practices, targeting to achieve win-win situation of enterprises and employees.