新生代员工工作满意度与离职倾向关系研究

A Research on the Relationship between Job Satisfaction and Turnover Intention in the New Generation Staffs

本文在以往研究的基础上,以新生代员工为研究对象,采用问卷调查和统计分析等方法,研究了新生代员工工作满意度和离职倾向的现状,以及工作满意度和离职倾向在人口学统计变量上的差异,工作满意度及其各维度对离职倾向的影响。研究结果显示,新生代员工工作满意度影响离职倾向,是离职倾向的预测变量,企业若努力提升工作满意度,可以有效降低离职行为。人格特质变量在新生代员工工作满意度和离职倾向之间不具有调节作用。

The new generation of employees is becoming the main force in the talent market, and plays an increasingly important role in the enterprise. However, the high turnover rate of the new generation of employees is also becoming a troubled problem for enterprise managers. With more and more new generation of employees into the workplace and become a major force in the enterprise workforce, how to manage this part of the employees, reduce turnover rates and let them serve for corporate better becoming new topics that enterprises have to face. Because of the job satisfaction and turnover has obvious characteristics of era, employees of different age groups at different stages of social development, different ideas and demand, have different attitudes and behavior towards the job satisfaction and turnover. Under the background of the current development of Chinese social transition period, the study of the relationship between job satisfaction and turnover intention of the new generation employee has important practical significance. This study based on previous studies, to the new generation employees as research subjects, use document analysis, questionnaires and statistical methods to analyze. This paper studies job satisfaction and turnover intention in the new generation staffs, demographic variables＇ influence on job satisfaction and turnover tendency, job satisfaction＇ s influence on the turnover intention, and each dimension of job satisfaction＇ s influence on the turnover intention. 268 new generations of employees for the samples of the empirical research results show that the turnover intention of new generation employee in the middle level. Meanwhile, the new generation staffs＇ job satisfaction at a medium level, the highest satisfaction is working conditions satisfaction and the lowest satisfaction is personal development satisfaction. The paper examines the impact of gender, age, marital status, income, education, position, working years on job satisfaction and turnover intention, the results showed that age, income, education, position, work- ing years would have an impact on new generation staffs＇ job satisfaction, and age would have an impact on new generation staffs＇ turnover intention. Correlation analysis of all samples, get that new generation employees＇ overall job satisfaction and the dimensions of satisfaction are significantly negatively correlated with turnover intention. Regression analysis of all samples, get that the overall job satisfaction, working conditions satisfaction, leadership satisfaction, personal development satisfaction plays a role in predicting turnover intention, and personality variable does not play a regulatory role in the relationship between the new generation staffs＇ job satisfaction and turnover intention. The results showed that job satisfaction affects turnover intention and it is a predictor variable of turnover intention. Enterprises can strengthen their unique management through the work itself, work reward, promotion, leadership and management, working conditions of the working group, especially in light of the characteristics of new generation employees. Enterprises effort to improve satisfaction effectively to prevent departure, reduce the turnover rate. It includes to improve the technicality and complexity of the work, do some change to the work, arouse the interest of new generation employees, establish a fair and reasonable salary system, improve pay satisfaction of the employees, establish a fair promotion mechanism, increase the opportunities of Employees＇ training and learning, provide reasonable advancement opportunities to new generation, pay attention to the new generation employee empowerment, strengthen the communication between the higher and lower, strength colleagues, create a atmosphere of trusting each other and supporting each other, en the communication between the improve the working conditions of the new generation employees, improve the resource to strengthen security management and so on. Finally, the paper summarizes the research findings, managerial implications and future research direction. This paper has a certain theoretical significance and practical significance, and provides guidance for the practical management.