该研究旨在探讨我国当前民营企业新入职大学生员工离职倾向影响因素及其特点。通过访谈和问卷调查，以湖州地区（三县两区）民营企业参加工作3年内的新入职大学生员工为研究对象，编制《新入职大学生员工离职倾向影响因素问卷》，探讨新入职大学生员工离职倾向影响因素。并以此作为测量工具，了解当前我国民营企业新入职大学生员工离职倾向的特点。这对于我国大学生就业和企业招聘、管理新入职大学生员工提供了借鉴和指导，具有很好的应用价值。获得的主要结论如下：(1)自编的《新入职大学生员工离职倾向影响因素问卷》具有较好的信度和效度，符合心理测量学的标准，可以作为测量工具。(2)新入职大学生员工离职倾向影响因素是一个由多成分构成的结构。它主要包括职业发展、职业价值、职业选择和非职业性四个维度。其中职业发展分为四个方面，即发展空间、薪酬待遇、企业文化和工作环境。职业价值分为两个方面，即工作满意度和组织承诺。职业选择分为三个方面，即专业能力、职业定位和个体适应性。非职业性分为两个方面，即可选择的工作机会和亲属责任。其影响力由大到小依次为职业发展、职业价值、职业选择和非职业性。(3) 性别、是否独生子女在新入职大学生员工离职倾向上不存在差异；在教育水平上其离职倾向从低到高依次为专科生、本科生、硕士研究生、博士研究生；在专业上其离职倾向从低到高依次为文史类、理工类、经济类、管理类；在岗位上其离职倾向从低到高依次为一般工作、营销类、技术类、管理类；在年薪方面其离职倾向随着年薪的增长而提高；在招聘渠道上其离职倾向从低到高依次为亲人介绍、招聘会、其他渠道；在职业规划方面其离职倾向从低到高依次为有清晰规划、有模糊规划、没有规划、想规划但不知道怎么做。

The study aims at discussing the factors that affect the turnover tendency of the newly-employed college graduates and their characteristics. Through interviews and questionnaires, the questionnaire of the factors that affect the turnover tendency of the newly-employed college graduates have been made to discuss the influencing factors, taking the graduates newly-employed in the private enterprises of Huzhou as an example (including three counties and two districts) who have worked no more than 3 years. And use it as a measurement to learn to know the characteristics of the tendency of the newly-employed college graduates to turnover today in China. It provides reference, guidance and practical value for college graduates' employment, enterprise recruitment and the management of the newly-employed graduates in China. The main conclusions drew are as follows:（1）The questionnaire of the factors that affect the turnover tendency of college graduates has good reliability and validity, and meets the psychometric standards, which can be used as a measurement.（2）The factors that affect the turnover tendency of college graduates are composed of a multi-component structure. It mainly includes four dimensions of the career development, professional values, career choices, and the non-occupational factors. The career development can be divided into four aspects, namely the space of development, the remuneration, the enterprise culture and working environment. And the professional values can be divided into two aspects, namely the job satisfaction and the organizational commitment. The career choice can be divided into three aspects, namely the professional competence,the professional orientation and the individual adaptability.The non-occupational factors can be divided into two aspects that you can choose the jobs and relatives of responsibility. The descending order of their influence is the career development, the professional values, the career choices and the non-occupational factors.（3）The turnover tendency of the newly-employed college graduates is of no difference between the gender and whether they are the only child or not. From the view of the education level, the turnover tendency from low to high is college students, graduates, postgraduates, Doctors. In the aspect of profession, from low to high, it is literature and history, science and engineering, economics, and management. From the view of the job position, it is the general work, the marketing, the technique, and management. The tendency to turnover is to increase with growth of the annual salary. From the view of the ways to gain the position, from low to high, it is influenced by the introduction by relatives, job fairs, and other ways. On career planning, from low to high, it is someone with a clear plan, with a fuzzy plan, with no plan, and wants to but does not know how to plan.