员工离职在实践中一直是困扰企业人力资源管理者的重要问题，也是人力资源管 理领域研究的热点问题。新生代（80、90 后）员工作为当下互联网公司的核心员工， 其离职问题往往会给企业带来重大损失。因此，如何降低互联网公司新生代员工的离 职率成为公司人力资源管理者亟需解决的重要问题。本文以 A 互联网公司的新生代 员工为研究对象，通过访谈结合工作价值观理论发掘影响新生代员工离职倾向的主要 因素，进而通过问卷调查收集相关变量的数据以检验这些因素对离职倾向的影响。 首先，通过对访谈资料进行分析，本文发掘出来影响 A 互联网公司新生代员工 离职倾向的因素为：功利导向、内在偏好、人际和谐、创新导向、长期发展。在此基 础上，本文选取相关研究变量的成熟量表完成调查问卷的设计，并在 A 互联网公司 及与之类似的互联网公司新生代员工中进行发放。进而，通过对 293 名新生代员工样 本的分析，结果显示：新生代员工在功利导向、内在偏好、人际和谐、创新导向、长 期发展等方面普遍呈现出偏高的状态。 最后，针对如何降低 A 互联网公司新生代员工的离职倾向，本文根据研究结论 提出以下对策建议：（1）基于功利导向，优化薪酬福利体系；（2）基于内在偏好导 向，促进员工个性化发展；（3）基于人际和谐导向，塑造良好的企业文化；（4）基 于创新导向，营造企业良好的创新环境；（5）基于长期发展导向，建立合理的晋升 制度和培训体系。 关键词：互联网公司；新生代员工；离职倾向A 互联网公司新生代员工离职倾向的原因及对策研究 i ABSTRACT In practice, employee turnover has always been an important issue that plagues corporate human resource (HR) managers, and it is also a hot issue in the field of HR management. The new generation (post-80s and post-90s) employees are the core employees of current Internet companies, and their resignation issues often bring major losses to the company. Therefore, how to reduce the turnover rate of the new generation of employees of Internet companies has become an important issue that the company’s human resource managers urgently need to solve. This paper takes the new generation of employees of A Internet company as the research object. Through interviews and literature research, we explore the main factors that affect the new generation of employees’ turnover intention, and then collect data on related variables through questionnaires to test the actual impact of these factors on turnover intention. First of all, through the analysis of interview data, this article discovers that the main factors affecting the turnover intention of the new generation of employees of A Internet Company are utilitarian orientation, intrinsic preference, interpersonal harmony, innovation orientation, and long-term development. On this basis, this paper selects the mature scale of relevant research variables to complete the design of the questionnaire, and distributes it among the new generation of employees of A Internet Company and similar Internet companies. Furthermore, through the analysis of a sample of 293 new-generation employees, the results showed that the new generation of employees generally showed a high status in terms of utilitarian orientation, intrinsic preference, interpersonal harmony, innovation orientation, and long-term development. Finally, for how to reduce the turnover tendency of the new generation of employees of A Internet company, this article proposes the following countermeasures based on the research conclusions: (1) Based on the utilitarian orientation, optimize the salary and welfare system; (2) Based on the inherentABSTRACT ii preference orientation, promote the personalized development of employees; (3) Build a good corporate culture based on the orientation of interpersonal harmony; (4) Create a good innovation environment for the enterprise based on the innovation orientation; (5) Build a reasonable promotion system and training system based on the long-term development orientation. Key words: Internet company; new generation of employees; turnover intentionA 互联网公司新生代员工离职倾向的原因及对策研究 1 目 录 第一章 绪论..............................................................................................1 第一节　研究背景和意义....................................................................................1 一、研究背景................................................................................................1 二、研究意义................................................................................................2 第二节　国内外研究综述....................................................................................2 一、国外研究综述........................................................................................2 二、国内研究综述........................................................................................3 三、简评........................................................................................................3 第三节　研究内容和研究方法............................................................................4 一、研究内容................................................................................................4 二、研究方法................................................................................................5 第二章 相关概念和理论基础................................................................6 第一节 相关概念..................................................................................................6 一、新生代员工的定义................................................................................6 二、离职倾向的定义....................................................................................6 第二节 离职倾向相关理论..................................................................................6 一、工作价值观理论....................................................................................7 二、离职倾向理论........................................................................................9 第三章 A 互联网公司新生代员工离职倾向的原因分析..................11 第一节 A 互联网公司概况................................................................................11 第二节 A 互联网公司新生代员工离职倾向的原因探索................................12 一、访谈对象..............................................................................................12 二、访谈提纲..............................................................................................13 三、访谈过程..............................................................................................13 四、访谈资料分析......................................................................................14 第三节 A 互联网公司新生代员工离职倾向的问卷调查................................15目录 2 一、问卷设计..............................................................................................15 二、问卷收集..............................................................................................16 三、问卷分析..............................................................................................17 四、问题总结..............................................................................................19 第四章　降低 A 互联网公司新生代员工离职倾向的对策.................21 第一节　基于功利导向优化薪酬福利体系......................................................21 一、优化现有薪酬福利体系......................................................................21 二、设计合理的薪资差距结构..................................................................22 第二节　基于内在偏好导向促进员工个性化发展..........................................22 一、完善绩效管理制度..............................................................................22 二、个性化设计工作..................................................................................23 第三节　基于人际和谐导向塑造良好的企业文化..........................................23 一、营造良好的企业文化氛围..................................................................23 二、完善上下级和员工内部沟通的渠道..................................................24 第四节　基于创新导向营造企业良好的创新环境..........................................24 一、构建企业良好创新环境.