Research On Impact Of Post-90s Employees’ Work Values And Turnover Tendency

At present,the severity of post-90 s turnover has become a major concern of enterprises.According to the data shown in the Report of the Survey on Separation and Salary in 2017,we can find that in the past three years,the turnover rate of college graduates has continued to rise.In 2016,the turnover rate of college graduates is as high as 26.5%,which is obviously higher than the overall level.The post-90 s have their own unique work values and present a variety of characteristics,but common characteristics exist.They pursue the realization of self-worth at work,as well as the maximization of interests,and they are willing to accept challenging and innovative work.When the existing work can not meets their own needs,they will focus on finding new jobs.In addition,according to relevant research,there is a significant negative correlation between employees’ work values and turnover intention.At the same time,leadership also plays a decisive role in the organization.Paternalistic leadership is a concept of local leadership developed in the Chinese context.Based on the Chinese cultural context,how does the work values of post-90 s employees affect their turnover intention under the influence of paternalistic leadership style? Based on the existing literature,this paper makes a preliminary exploration on the relationship among the working values of post-90 s employees,paternalistic leadership in enterprises and turnover intention.This study takes the post-90 s employees as the research object,explores the impact of the post-90 s employees’ work values on turnover intention in today’s enterprises,and the moderating role of paternalistic leadership in this process.Based on the questionnaire survey method,this paper uses SPSS 20.0 software to analyze the data.After a comprehensive analysis of the data,the following conclusions are drawn:(1)Five dimensions of post-90 s employees’ work values: utilitarian orientation,intrinsic preference,interpersonal harmony,innovation orientation and long-term development have a significant negative impact on turnover intention;Interpersonal harmony and utilitarian orientation are two dimensions;(2)three dimensions of paternalistic leadership: kindness leadership and moral leadership play a significant negative regulatory effect between work values and turnover intention,while authority leadership has a significant positive regulatory effect;(3)demographic variables have a certain impact on work values and turnover intention.It is worth mentioning that the turnover intention of employees in state-owned enterprises measured in this study is higher than that of employees in other enterprises,which is different from previous studies.Based on the results,the study provides the management countermeasures for the post-90 s employees and the leadership style of managers as well as the targeted suggestions for the strategic human resources management of enterprises,which has certain practical significance.