互联网技术背景下，企业人才竞争愈演愈烈。随着新生代员工步入职场，成为企业 人才的重要部分和发展的新生力量。他们比以往员工更具有创新意识、崇尚民主自由、 兴趣多元化、内心缺乏弹性等特征，其工作流动性表现却更突出，离职行为较频繁。K 公司是一家教育培训企业，自 2015 年开始，公司员工流失问题日趋严重。截止 2018 年 年底，离职率高达 55.6%，远远超过了教育培训同行业的离职率—23.4%，使得 K 公司 在人才管理中面临巨大挑战。对于员工频繁离职的主要影响因素有哪些，其影响因素之 间的关系是什么，是否影响员工的离职倾向，如何有效降低离职率和留住优秀人才，成 为 K 公司管理者急需解决的重大问题。 本论文以企业组织角度，通过广泛查阅国内外相关的文献研究，研究职业价值观、 工作满意度与离职倾向三者之间的相互关系和影响作用，并为降低离职提出管理建议。 本文先介绍 K 公司基本情况，近四年来新生代员工离职现状，初步分析离职原因，得出 影响 K 公司新生代员工离职最大因素是职业价值观和工作满意度。其次，通过对职业价 值观、工作满意度和离职倾向的相关文献研究梳理，构建本研究的基础模型，提出四个 研究假设。再次，根据访谈分析结果，设计调查问卷，对 K 公司在职员工的离职倾向及 其影响因素进行调查。并且运用 SPSS17.0 统计软件工具对有效调查问卷数据进行信效 度分析、因子分析、描述性分析、频数分析、方差分析、相关分析和回归分析。最后， 通过实证分析得出相关结论，并对 K 公司提出相应的管理建议。其实证分析结论包括， 一是个体特征变量对职业价值观、工作满意度和离职倾向均有显著影响；二是 K 公司新 生代员工的职业价值观对离职倾向呈负相关；三是 K 公司新生代员工的职业价值观各维 度与工作满意度各维度均呈正相关；四是 K 公司新生代员工的工作满意度对离职倾向呈 负相关；五是工作满意度对职业价值观和离职倾向产生部分中介作用。提出的管理建议 包括，第一，提供发展平台，加强职业价值观。第二，提升管理职能，增强工作满意度。 第三，完善试用期管理机制。 通过以上研究，为 K 公司人力资源管理提出具体的建议，为降低企业离职做出一点 贡献，同时也为人力资源管理理论提供实践支持。 关键词，新生代员工；职业价值观；工作满意度；教育培训；离职倾向II Abstract Under the background of Internet technology，enterprise talent competition is becoming increasingly fierce. As the new generation of employees enters the workforce,which become the vital component of enterprises talent and the new force of development.Those characteristics of more great innovation, advocating democracy and freedom, wide interests, and lack of resilience than former staff,while job mobility is more prominent. K company is an education and training enterprise. The problem of the loss of new generation employees has become more and more serious since 2015. The resignation rate had reached 55.6% by 2018,while the average turnover rate is 23.4% in the field of education and training.As a result,the managers of K company face great challenges in talent management.What are the main factors influence on the frequent turnover of employees,whether they affects the turnover tendency of employees.How to effectively reduce the turnover rate and retian excellent talents.It has become a major problem urgently needed to be solved by the managers of K company. From the perspective of enterprise organization，through a wide range of domestic and foreign literature research,this paper comprehensively analyses the relationship and influence among occupational values, job satisfaction and turnover intention,and put forward management suggestions to reduce turnover tendency. This paper first introduces the basic situation of K company, and the current situation of the new generation of employees leaving in recent four years,preliminary analysis of reasons for resignation.It is concluded that the biggest factors affecting the turnover of the new generation of employees in K company are professional values and job satisfaction.Secondly, the basic model of this study is constructed, and four hypotheses are put forward through the research on the correlation between career values, job satisfaction and turnover intention.Thirdly, According to the interview analysis results,design the questionnaires, which be applied to investigate the dimission tendency of employees in K company and its influencing factors,the model and hypothesis are empirically analyzed by designing questionnaires. Reliability and validity analysis, factor analysis, descriptive analysis, frequency analysis, variance analysis, correlation analysis and regression analysis of valid questionnaires are carried out by using SPSS17.0 statistical software tools. In the end,this paper draws conclusions about company structure and management phase and puts forward corresponding suggestions through empirical analysis. Relevant conclusions include the following four aspects:1. Individual characteristic variables have significant effects on occupational values, job satisfaction and turnover intention.2.The occupationalIII values of the new generation of employees are negatively correlated with turnover intention.3.The dimensions of career values and job satisfaction of the new generation of employees are positively correlated.4.Job satisfaction of new generation employees is negatively correlated with turnover intention.5.Job satisfaction has a certain impact on occupational values and turnover intention. Management recommendations include two aspects as follow: 1. Providing platform for development and strengthening professional values. 2.Promote management functions and enhance job satisfaction.3.Improve the probation management mechanism. Based on researches above, this paper aims to put forward specific practical plans for human resources management in order to reduce the high turnover rate of enterprises in K company, and also provide theoretical basis for human resources management. Key words: X generation；Occupational values；Job Satisfation；Education and training industry；Turnover intension.IV 目 录 摘要...........................................................................................................................................I ABSTRACT ............................................................................................................................. II 图清单....................................................................................................................................VII 表清单...................................................................................................................................VIII 第一章 绪论..............................................................................................................................1 1.1 研究背景和意义 ............................................................................................................. 1 1.2 文献综述 ......................................................................................................................... 2 1.2.1 新生代员工.............................................................................................................. 2 1.2.2 职业价值观.............................................................................................................. 4 1.2.3 工作满意度.............................................................................................................. 5 1.2.4 离职和离职倾向...................................................................................................... 6 1.3 研究内容和方法 ............................................................................................................. 7 1.3.1 研究内容................................................................................................................... 7 1.3.2 研究方法................................................................................................................... 9 第二章 K 公司离职现状和原因的初步分析 .......................................................................10 2.1 K 公司基本情况 ............................................................................................................ 10 2.1.1 K 公司简介 ............................................................................................................. 10 2.1.2K 公司组织架构 .......................