近年来，95后员工的离职率持续走高，然而少有学者针对95后员工的离职 倾向进行研究，因此，非常有必要了解95后员工离职倾向的影响因素，理清95 后员工离职倾向的触发机制，从而可以对95后员工的离职行为进行科学合理的 预测。 本文首先在理论分析和文献梳理的基础上，以国外比较成熟的Price-Mueller （2000）离职模型为理论研究模型，选取其工作和组织层面变量，并结合心理资 本形成了论文的研究模型。研究模型揭示了与离职倾向有关的三类变量：个体层 面变量（心理资本）、工作层面变量（工作自主性、工作单调性和工作压力）、 组织层面变量（组织公平和内部社会支持）；之后由变量对应的成熟量表组成调 查问卷，并通过网络发放收集到400份有效问卷，借助SPSS20.0软件和fsQCA3.0 软件分别进行了实证分析和模糊集定性比较分析，最终得出如下结论： （1）心理资本显著负向影响离职倾向，自我效能、希望、坚韧性、乐观均 与离职倾向显著负相关；工作压力和工作单调性显著正向影响离职倾向，分配公 平、程序公平、主管支持显著负向影响离职倾向，而工作自主性和同事支持仅与 离职倾向显著负相关。 （2）组织公平的缺失更易引发95后员工的高离职倾向，分配公平和主管支 持对95后员工低离职倾向的产生具有重要影响。此外，高/低离职倾向的产生来 自工作层面、组织公平和内部社会支持协同作用；95后员工产生低离职倾向时， 工作单调性的缺失和程序公平存在替代效应。 这些发现，不仅检验了95后员工离职倾向的影响因素，而且补充了对离职 倾向多因素作用机制的研究，有利于企业采取有效措施降低95后员工的离职倾 向，进而减少员工流失。 关键词：95后员工，离职倾向，心理资本，定性比较分析，协同/替代效应 Abstract In recent years, the turnover rate of post-95 employees keeps going up, however, few scholars have studied the turnover intention of post-95s employees, Therefore, it is necessary to find the factors of post-95s employees’ turnover intention, then the trigger mechanism of turnover intention could be clarified, so as to make scientific and reasonable prediction of turnover behavior. Firstly, the more mature Price-Mueller (2000) model abroad was taken as the theoretical research model based on theoretical analysis and literature review. Its work and organizational variables, as well as psychological capital, are selected to form the research model of this paper The research model reveals three types of variables related to turnover intention, namely, individual level variables (Psychological capital), work- level variables (Autonomy, Rountinization and Job Stress), organization-level variables (Organizational Equity and Inner Social Support). Then, the questionnaire was composed of mature scales corresponding to the variables contained in the improved model, and 400 valid questionnaires were collected by means of network distribution. The Empirical Analysis and fuzzy-set Qualitative Comparative Analysis were carried out with the help of SPSS20.0 software and fsQCA3.0 software respectively, the conclusions as follows: (1) psychological capital have a significant negative impact on turnover intention, self-efficacy, hope, resilience, optimistic are negatively correlated with turnover intention; job stress and Rountinization have a significant positive impact on turnover intention, distributive justice and procedural justice also have a negative impact on turnover intention, but autonomy and peer support are only negatively correlated with turnover intention. (2) The lack of organizational equity is more likely to lead to a high turnover intention among post-95s employees, while distributive justice and supervisor support have an important influence on employees with low turnover intention.In addition, the post-95s employees’high or low turnover intention need the synergy of work-level variables, organizational equity and inner social support; A substitution effect of the lack of rountinization and procedural justice exists in reducing the turnover intention of post-95s employees. These findings not only examine the influencing factors of post-95 employees' turnover intention, but also supplement the study on the multi factor mechanism of turnover intention. It is beneficial for enterprises to take effective management measures to reduce the turnover intention of post-95s employees and thus reduce the dimission of employees. Keywords: post-95s employees, turnover intention, psychological capital, fuzzy- set qualitative comparative analysis, synergy and substitution effect 目录 1绪论............................................................................................................................. 1 1.1选题背景........................................................................................................... 1 1.2国内外相关研究综述....................................................................................... 2 1.2.1离职和离职倾向的概念......................................................................... 2 1.2.2国内外离职倾向影响因素研究综述..................................................... 3 1.2.3 Price-Mueller离职模型介绍 ................................................................. 4 1.2.4文献评述................................................................................................. 6 1.3研究目的........................................................................................................... 6 1.4研究内容........................................................................................................... 7 1.5研究意义........................................................................................................... 7 1.5.1理论意义................................................................................................. 7 1.5.2现实意义................................................................................................. 7 1.6创新点............................................................................................................... 8 1.7研究思路........................................................................................................... 8 2理论基础与方法....................................................................................................... 10 2.1相关理论概述................................................................................................. 10 2.1.1期望理论............................................................................................... 10 2.1.2社会交换理论....................................................................................... 10 2.1.3公平理论............................................................................................... 11 2.1.4积极心理学和积极组织行为学理论................................................... 12 2.2研究方法......................................................................................................... 12 2.2.1实证分析方法....................................................................................... 12 2.2.2定性比较分析方法............................................................................... 12 3 95后员工离职倾向的影响因素研究...................................................................... 14 3.1研究变量......................................................................................................... 14 3.1.1个体变量............................................................................................... 15 3.1.2工作层面变量....................................................................................... 16 3.1.3组织层面变量....................................................................................... 17 3.2研究假设......................................................................................................... 18 3.3研究工具......................................................................................................... 19 3.4样本与变量的描述性统计............................................................................. 19 3.4.1样本的描述性统计............................................................................... 19 3.4.2变量的描述性统计............................................................................... 23 3.5问卷的信效度分析.........................................