| With the perfection of socialist market economic system, the new generation, Post-90s, has becoming the main power of market economy. This generation possesses a much open and liberal value, and also dares to show their views and ideas. Currently, as Post-90s are gradually entering into the employment market, their unique personalities, demands and relevant problems bring new challenges to business manager in China. Along with the increasingly rapid pace of economic development, the employee turnover rate also raises sharply, especially the Post-90s, its turnover rate has caused widespread concern.This study mainly focuses on this special group, the Post-90s. The influence of their work value on turnover intention and the mediating effect of organizational identification will also be discussed. This study use questionnaire survey as the main research method. After analyzing the sample data collected by the SPSS21.0software by using reliability and validity analysis, analysis of variance, correlation analysis and regression analysis, the conclusions have been reached. Firstly, self-development, esteem and reputation, employment rewards have significant negative influence on Post-90s’ turnover intention. Secondly, their work values have positive relation with organizational identification. Thirdly, positive appraisal and emotional closeness have remarkable negative influence on their turnover intention. Fourthly, organizational identification has mediating effect between work values and turnover intention. Finally, demographic variables of working experience have a significant impact on the work values, organizational identification and turnover intention.This study has important guiding significance on enhancing organizational identification of Post-90s, promoting the matching rate of employees’values with the organization, preventing the outflow of talent.Meanwhile, it has specific reference and practical value for human resource managers and enterprise managers. |
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