The Relationship Of Work Value. Job Satisfaction And Turnover Intention Of80S And Business Practice

The issue of job satisfaction and turnover intention is the focus of decades of management scholars having been studying, and the theory about this topic and related business practice are of great significance. With employees of80s in China gradually becoming the mainstream of workplace, their work satisfaction, turnover intention have been studied more and more in-depth. While at the same time, employees of80s have many distinctive, personalized, and very different work values with the previous generations, including their living environment, their lifestyles, which are resulting in their significantly different working attitude, organizational behavior from previous generations. employees of80s generally have higher educational level, they are accustomed to the Internet and the globalization of lifestyles, and they are significantly influenced by Western culture, their weakened concept of loyalty, their desire for self-realization, personal growth, dignity, independence, and individualism cause them to pay more attention to their own value, hoping that the organization can meet their personal needs, if not so, their job satisfaction will be lower and their turnover intention will rise, rather than previous generations, who pay attention to professionalism, obey the organizational arrangements, and would like to work in an organization for decades. These differences will absolutely induce huge impact on employee’s performance.As for businesses, lower employee satisfaction and higher turnover intention will seriously influence business efficiency; at the same time, if many employees leave the organization, the organization will need to recruit. The cost, the energy and the time is very troublesome for the organization. In addition, if you cannot understand the values of the80s employees, their satisfaction and the reasons for their leaving, you can not improve the incentive system in order to meet the needs of employees, maybe more and more people will leave in future. Therefore, the employee’s work values, job satisfaction and turnover intention is of great practical significance.Through an empirical literature study about the relationship among work values, job satisfaction and turnover intention, I found that although a lot of scholars are digging into this field, no one has yet studied the path of relations and the mechanism among the three. I assume that job satisfaction will play an intermediary role between work values and turnover intention.In the course of the study, in order to ensure the reliability and validity of the study, the author take advantage of confirmed scale, then she select a number of industries in Shanxi by issuing questionnaires to collect data. As for research methods, the author uses SPSS16.0correlation analysis and multiple regression analysis. After statistical analysis of the key assumptions, the author tested and confirmed the basic model and proved the rationality of the model proposed by the author.On the basis of empirical research, the authors put forward some recommendations related to the corporate incentive system, for example, for corporate cultures, organizations should encourage employees to focus on their long-term growth and development in the enterprise, they should emphasis on team work and the exploit of individual talents and social utility, employees should not only just consider the pay, the benefits levels, the workload, etc.; in practice, organizations should take advantage of various training, proper authorization to encourage employees to show their ability, creativity, cooperate with others, which meets the employees’desire of personal growth, self-realization, group interaction. these methods to improve employee satisfaction, reduce turnover intention are significant for enterprises to have a smooth developments.