"Post-90s" Employees' Work Values And Turnover Tendency Relationship Between Research

Since the reform and opening up initiated 40 years ago,China has witnessed rapid economic development,rapid popularization of the Internet industry and vigorous development in the cutting-edge science and technology fields.Artificial intelligence,Blockchain technology,enterprise Software-as-a-Service,animation,live broadcast,VR/AR,big data and all other technologies that gradually integrating with other industries are now intensifying the competition among enterprises.Undoubtedly human resource is the core of all the resources they possess,which in the end will offer great help to speed up the development of enterprises.Only by acquiring more talents can enterprises gain irreplaceable advantages in the market and occupy a dominant position.As part of the market economy system of China now,the post-90 s generation also belongs to the internet generation.They are more open-minded and have the tendency to think and act in a free way,they have the willingness and courage to express their opinions and thoughts.As a result of this,being the backbone of the workplace,the high turnover rate of the "post-90s" generation has attracted wide attention from the society.Not long ago,Michaels Data Co.,Ltd.released an article entitled "2018 China University Student Employment Report",which stated that the turnover rate of graduates in 2017 within three months reached 33%,this report shows that whether it is the employee's own factor or corporate management,there are shortcomings existing.Facing such high employee turnover rate,both the company and the employees themselves hope to find the root cause of the problem.Based on the combined articles of staff dismission inside and outside of China,and reports of employee turnovers from the internet,this paper constructs a model of influencing factors and propose assumptions researching the dismission rate of the IT employees who belongs to the post-90 s generation.Based on the designation and distribution of questionnaires,along with the application of the SPSS 25.0 statistical software to process hypothetical tests,such as descriptive statistics analysis,reliability and validity test,correlation analysis,linear regression analysis etc.the following conclusions can be drawn:(1)analysis from the following 4 dimensions including the value of growth,respect,interpersonal relationship and safety of the post-90 s have a significant negative impact on their turnover tendency;(2)there is a significant positive correlation between the work values and organizational commitment of the post-90 s generation;(3)the affective commitment,continuous commitment and normative commitment in organizational commitment have significant negative influence on turnover tendency;(4)organizational commitment plays an intermediary role in the relationship between work values and turnover tendency.