Research On Organizations Loyalty Formation Mechanism About The New Generation Of Employees

If the enterprises want to own sustainable business, it must find a solution to human resources in the era of globalization increasingly competitive. The new generation of employees has become the main force as the effective strength of the workplace. Accompanied with the rapid development, the new generation of employees’ organizational loyalty drops a record low. Due to frequent turnover, distracted work mentality, it has brought trouble to the community, businesses and individual, so this kind of research has become hot issues. This paper attempts to learn from at home and abroad in the field of existing research results, then it obtained first-hand information on the basis of field interviews and questionnaire survey to analyze the problem of organizational loyalty about the new generation of employees.In this thesis, it summarized its five unique personalities by being proceed from the characteristics of the new generation of employees and being combined with the background of the times and growing environment for the growth of the new generation of employees. Their unique personality as follows:Vision, thinking, active, highly creative and imaginative and highly innovative thinking; Growing up in a "honeypot" is not easy to make compromises, there is a lot of instability, while shouldering greater economic pressure; Good educational foundation, eager to more skills and knowledge learned on the job to maintain life-long employability; Communication and exchange of significant change,"virtual exchange" has become an important channel; Universal mind is more pure, simple desire people work environment; Like a fair, just, democratic atmosphere. Research on the basis of personality characteristics of the new generation of employees, it can fully understand the current situation of separation and the reasons for the new generation of employee turnover. It focuses on four dimensions such as social, organizational, work and personal. At the same time, it tests reasons for leaving difference about different industries, different positions, different companies as well as different times of birth (e.g.80,85and90).In order to gain a deeper analysis of the new generation of employee turnover behavior, we introduce the game model analysis method to construct new generation of employees turnover strategies affect the formula obtained remain in the value of key employees. From the external environment, the enterprise level, and individual employees find out why the new generation of employee turnover, systematic analysis of the factors affecting employee loyalty. Next, from the two dimensions of the level of loyalty, it analyzes impact of the new generation of employee loyalty to society, organizations and individuals. At the last step, On the basis of the path formed by the new generation of Organizational loyalty, We analyze the vision and role of the manager changes, strategic personnel training system, human resources practices, while introducing the method of discussion of risk management and control, knowledge management and back Engagement System, and then construct new generation of organizational loyalty formation mechanism model.