改革开放 40 年来，中国经济高速发展，互联网行业的快速普及和 前沿科技领域蓬勃发展，人工智能、区块链、企业 Saas、动漫、直播、 VR/AR、大数据等在各行各业渗透，企业之间竞争日益激烈。在此情 形下，核心人才的获取和保留无疑是企业在风云变幻的市场竞争中取 得优势，占据主导的先决条件。作为市场经济体制全面完善的新生代 “90 后“群体，他们属于“互联网的一代”，其思维更加新奇，善于表达 自身观点和感受。作为当前职场的主流人群，“90 后”员工离职率高的 现状备受关注。前不久，麦可思数据公司发布名为《2018 年中国大学 生就业报告》的一篇文章，文中称 2017 届大学毕业生工作半年内离职 率达到 33%。面对如此高的员工离职率，企业在正常运营过程中面临 严峻挑战，而员工个人也期望自己的职业发展顺利，双方都希望能找 到问题根源。 本文结合国内外员工离职文献，从理论上构建出“90 后”IT 企业 员工工作价值观对离职的概念模型，并提出假设。通过问卷的设计及 发放，采用 SPSS 25.0 统计软件进行描述性分析、信度和效度检验、 相关分析、线性回归分析等方法，进行假设检验。最终得出以下结论， （1）“90 后”IT 员工成长价值、尊重价值、人际价值、安全价值对离 职倾向有显著负向作用；（2）“90 后”IT 员工成长价值、尊重价值、 安全价值、组织价值均与情感承诺、持续承诺、规范承诺呈现显著正 相关；（3）“90 后”IT 员工情感承诺、持续承诺、规范承诺均与离职 倾向存在显著负相关；（4）组织承诺在“90 后”IT 员工工作价值观与 离职倾向两者关系中起到部分中介作用。 关键词，90 后 工作价值观 IT 企业 离职倾向3 Post-90s employees' work values and turnover tendency Relationship between research ABSTRACT Since the reform and opening up initiated 40 years ago, China has witnessed rapid economic development, rapid popularization of the Internet industry and vigorous development in the cutting-edge science and technology fields. Artificial intelligence, Blockchain technology, enterprise Software-as-a-Service, animation, live broadcast, VR/AR, big data and all other technologies that gradually integrating with other industries are now intensifying the competition among enterprises. Undoubtedly human resource is the core of all the resources they possess, which in the end will offer great help to speed up the development of enterprises. Only by acquiring more talents can enterprises gain irreplaceable advantages in the market and occupy a dominant position. As part of the market economy system of China now, the post-90s generation also belongs to the internet generation. They are more open-minded and have the tendency to think and act in a free way, they have the willingness and courage to express their opinions and thoughts. As a result of this, being the backbone of the workplace, the high turnover rate of the post-90s generation has attracted wide attention from the society. Not long ago, Michaels Data Co., Ltd. released an article entitled 2018 China University Student Employment Report, which stated that the turnover rate of graduates in 2017 within three months reached 33%, this report shows that whether it is the employee's own factor or corporate management, there are shortcomings existing. Facing such high employee turnover rate, both the company and the employees themselves hope to find the root cause of the problem. Based on the combined articles of staff dismission inside and outside of China, and reports of employee turnovers from the internet, this paper constructs a model of influencing factors and propose assumptions researching the dismission rate of the IT employees who belongs to the post-90s generation. Based on the designation and distribution of questionnaires, along with the application of the SPSS 25.0 statistical4 software to process hypothetical tests, such as descriptive statistics analysis, reliability and validity test, correlation analysis, linear regression analysis etc. the following conclusions can be drawn: (1) analysis from the following 4 dimensions including the value of growth, respect, interpersonal relationship and safety of the post-90s have a significant negative impact on their turnover tendency; (2) there is a significant positive correlation between the work values and organizational commitment of the post-90s generation; (3) the affective commitment, continuous commitment and normative commitment in organizational commitment have significant negative influence on turnover tendency; (4) organizational commitment plays an intermediary role in the relationship between work values and turnover tendency. KEY WORDS: the post-90s; work values; IT industry; turnover tendency1 目 录 第一章 绪论........................................................................................................1 一、研究背景 ..................................................................................................1 二、研究目的与意义........................................................................................2 （一）研究目的...............................................................................................2 （二）研究意义...............................................................................................2 三、研究框架与内容........................................................................................3 （一）本文研究框架........................................................................................3 （二）本文研究内容........................................................................................3 四、研究的创新之处........................................................................................4 第二章 基本概念与文献综述...............................................................................5 一、工作价值观...............................................................................................5 （一）工作价值观的概念 ................................................................................5 （二）工作价值观的测量 ................................................................................7 二、组织承诺 ..................................................................................................9 （一）组织承诺的概念....................................................................................9 （二）组织承诺的测量..................................................................................10 三、离职倾向 ................................................................................................11 （一）离职倾向的概念..................................................................................11 （二）离职倾向的测量..................................................................................11 四、工作价值观、组织承诺、离职倾向三者联系...........................................12 五、研究述评 ................................................................................................13 第三章 IT 企业及“90 后”员工特征研究..............................................................14 一、 IT 企业的界定.......................................................................................14 二、 IT 企业的特征分析.......................................................................................... 14 （一） IT 企业的组织特征...................................................................................... 14 （二） IT 企业人力资源管理特征.......................................................................... 15 三、“90 后”员工........................................................................................................ 16 四、 IT 企业员工的特征分析.........................................................................18 第四章 IT 企业“90 后”员工离职概念模型构建....................................................20 一、概念模型与假设......................................................................................202 二、调查问卷的设计......................................................................................21 第五章 IT 企业“90 后”离职概念模型实证分析....................................................24 一、数据样本的收集......................................................................................24 二、统计分析所用方法...............