Research On New Generation Of Workers’ Job Satisfaction And Turnover Intention

Cenozoic staff refer to the young people born in the 1980s and 1990s, namely, the "Post-80s and 90s", whose ideas, consciousness and personality are different from the traditional society, so they are called as Cenozoic era. Today, the Cenozoic staff have stepped onto the professional stage, becoming the backbone in enterprise development. The staff born in China’s social and economic transformation process are influenced by Western culture, increasingly dependent on modern communication means, and have increasingly affluent life, so their "Cenozoic" is not only reflected in the age, education, and other demographic characteristics, but more importantly, in values, thinking and behavior. Differences in the human resource characteristics directly affect the specific practices in human resource management. Therefore, in-depth understanding and effective management of the Cenozoic staff are becoming a common concern in academic and business industries.Differences in values, thinking and behavior make the job objective of Cenozoic staff no longer simply as economic behavior; on the contrary, their job objective is to change lifestyles and need more room for development. Since 2004, "labor shortage" problem often occurs in China’s labor market, with a spiking upward in demission rate. As a huge population, if the needs of Cenozoic staff can not be resolved for a long term, they would be bound to affect the harmonious development of society and inclusive growth of economy. A large number of enterprises hiring Cenozoic staff are distributed in "Yangtze River Delta" economic development zone. These enterprises are the inner engine of economic development in Jiangsu Province, but now they ha issues of human resources shortage and management confusion for Cenozoic staff. Therefore, in-depth study of the mechanism model of voluntary demission of Cenozoic staff has great significance for companies to seek effective coping strategies and avoid losses caused by the high demission rate; as well as for the career development of Cenozoic staff.This study starts from the traditional theoretical perspective of job satisfaction, combined with a relatively new variable of subjective well-being, both included in a same framework to explore the action mechanism of these two factors for Cenozoic staff’s demission intention. In this paper,300 Cenozoic staff were investigated and the following conclusions were supported by empirical research:1) Gender, age, seniority and education have no significant difference in job satisfaction, subjective well-being and demission intention; monthly income levels have no significant differences in job satisfaction and demission intention, and have significant differences only on subjective well-being; 2) Job satisfaction has a significant positive correlation with subjective well-being, and a significant negative correlation with demission intention; subjective well-being also has a significant negative correlation with demission intention; 3) Subjective well-being has part intermediary role in job satisfaction and demission intention.