摘要
随着经济社会的飞速发展,新生代农民工已成为工业化进程中企业的主体劳动力,他
们有着对自身职业发展较高预期的工作价值观。本文把工作价值观作为影响离职倾向甜因
变量来研究,目的是要探寻一个适应新生代农民工市场需求的企业人力资源管理模式,从
而使企业实现更加高效的人力资源管理,让企业在竞争中保持优势地位。

本文在对国内、外工作价值观、离职倾向、传统性、管理模式的文献回顾的基础上,
结合工作实际,以上海市M工业园区的新生代农民工为研究调查对象,确定了研究思路,
提出研究假设,采用问卷调查和面对面访谈的方法,以舒适和安全、能力和地位为工作价
值维度来分析工作价值观对新生代农民工离职倾向的影响,并试以实证分析來研究传统性
对工作价值观和离职倾向的调节作用。结果发现,工作价值观的部分维度对新生代农民工
的离职倾向有着显著影响,传统性对两者有着中介调节的效应。

关键词:工作价值观;新生代农民工;离职倾向;传统性;管理模式
Abstract
With the rapid development of social economy, the new generation migrant workers have
become the main labor in the process of industrialization. They have higher expected work
values about own professional development. The purpose to study the effects of work values on
turnover intention is that we try to find a new human resource management pattern, adapting to
the market demand of the new generation migrant workers. Thus, we can make the enterprise
realize more efficient human resource management, and maintain the superiority in the
competition status.
This study was based on the domestic and foreign literature review and comments about
work values, turnover intention,traditionality and human resource management mode, combined
with the working practice. The study targeted some new generation migrant workers of an
industrial park in Shanghai as the survey, identified the research ideas, made the assumptions for
the research and then discussed the impact of work values on the turnover intention of new
generation migrant workers by using the questionnaires and face to face interview. We analysis
the influence of turnover intention by work value dimensions such as comfortable and safety,
ability and position, and try to prove traditionality play a regulating effect.
We find some dimensions of work values do have a significant impact on the new migrant
workers' turnover intention. The traditionality play a complex role between work values and
turnover intention of the new migrant workers, and the mediating effect of traditionally does
partly exist.
Keywords: work values; new generation of migrant workers; turnover intention; traditionality;
management mode