随着2020年的到来，最小的90后也已步入职场。但90后“频繁跳槽”的做法已严重影响到组织的可持续发展，因此对于离职意向的研究迫在眉睫。关于“离职意向”的现有研究多集中在教师、医生、公安系统等公职人员，关注工作满意度、组织承诺等个人层面或女性家庭工作平衡方面的影响。组织、领导力相关方向的研究成果也支持了个人的行为会受到团队气氛和员工-领导互动关系的影响。因此本研究选择社会支持和职场精神力两个变量，通过问卷法构建社会支持、职场精神力对离职意向的影响关系模型，通过访谈分析探究其内在形成机制，并给企业政策制定提供理论支持。

本研究采用问卷调查和访谈的混合研究方法，以北京90后员工作为研究对象，共计308名，首先使用社会支持评定量表、职场精神力量表、离职意向量表进行问卷调查，运用相关分析、回归分析构建社会支持、职场精神力与离职意向之间的关系模型，然后通过半结构访谈解释关系模型的形成机制，并总结对90后员工离职意向的其他关键影响因素，最后结合组织管理知识为企业提出指导建议。

研究发现90后员工的社会支持与职场精神力呈现显著正相关，社会支持、职场精神力与离职意向均呈现显著负相关。90后员工的社会支持对职场精神力有显著正向预测作用，社会支持、职场精神力对离职意向均有显著负向预测作用。90后员工的职场精神力在社会支持和离职意向之间起部分中介作用。通过访谈总结出90后员工的离职意向影响因素还包含薪资、发展、企业承诺、城市安全感、招聘模式5类因素。

研究结论认为，90后员工的社会支持和职场精神力均能够减弱离职意向；社会支持能够通过影响职场精神力，进而部分影响离职意向。通过对社会支持、职场精神力对离职意向作用机制的深入探讨，本研究从工作层面、生活层面，为组织和领导提出来多条指导建议。

本研究同时引入社会支持和职场精神力两个变量，从个人、家庭、团队、组织全方位考虑离职意向的影响因素，同时丰富了企业在职员工离职意向研究的结论，为企业人力资源实践提供理论指导。

As 2020 approaches, the youngest members of the post-90s generation have begun to work. However, the practice of "frequent job-hopping" among the post-90s generation has seriously affected the sustainable development of the organization, so it is urgent to study the turnover intention. Most of the current studies on " turnover intention" focus on teachers, doctors, police system and other public officials. And these studies focus on the impact of individual levels, such as job satisfaction, organizational commitment and so on, and women's work-family balance. Research in the areas of organization and leadership also supports the influence of team atmosphere and employee-leader interaction on individual behavior. Therefore, this study selected two variables of social support and workplace spirituality, constructed a relationship model of the influence of social support and workplace spirituality on turnover intention through questionnaire method, explored its internal formation mechanism through interview analysis, and provided theoretical support for enterprise policy making.

This research adopts the mixed research method of questionnaire and interview. The research object in this study are post-90s employees, and the total of them is 308. Use social support rating scale, workplace spirituality scale, turnover intention scale to conduct questionnaire survey, and use correlation analysis, regression analysis to construct the relationship model between social support, workplace spirituality and turnover intention. Then, the formation mechanism of the relationship model was explained through semi-structured interviews, and other key factors influencing the turnover intention of post-90s employees were summarized. Finally, guidance and Suggestions were proposed for enterprises based on organizational management knowledge.

The study has shown that social support of post-90s employees is positively correlated with workplace spirituality, while social support, workplace spirituality and turnover intention are negatively correlated. Social support of post-90s employees has a significant positive predictive effect on workplace spirituality, while social support and workplace spirituality have a significant negative predictive effect on turnover intention. The workplace spirituality of post-90s employees partly mediates between social support and turnover intention. Through the interview, it is concluded that the factors influencing the turnover intention of post-90s employees also include salary, development, corporate commitment, urban security, and employment mode.

Based on the results of the data, it was concluded that Social support and workplace spirituality of post-90s employees can weaken their turnover intention, and Social support can partly influence turnover intention by influencing workplace spirituality. Through an in-depth discussion of the mechanism of social support and workplace spirituality on turnover intention, this study proposes several guidance and Suggestions for organizations and leaders from the aspects of work and life.

This study introduces two variables, namely social support and workplace spirituality, and considers the influencing factors of turnover intention comprehensively from the perspective of individuals, families, teams and organizations. At the same time, it enriches the conclusions of the study on turnover intention of in-service employees in enterprises and provides theoretical guidance for the practice of human resources in enterprises.