2014年北京某著名大学招入了两位“10后”的大学生的新闻，广为被大众关注。这十几年来，从“80后”进入职场的那一刻起，带着“后”字词开始火了起来。特定年代的“后”代表着特定年代的人，有着这个时代的特色，在职场上必将有着不同的表现。随着进入职场的“90后”不断增多，如何与这一代人共事？如何管理这个新生代？如果提高这一代人的工作满意度？也逐渐成为管理层关注的问题。本文通过对不同区域，不同岗位，不同性别的人发放调查问卷，通过回归法分析法，对影响“90后”的因素按照影响力大小排序。根据其共性找出其规律。笔者从改良的“员工描述指数量表”入手，深入探讨了影响“90后”员工工作满意度的因素。对数据结果用SPSS19.0和Excel进行了分析。本研究主要以工作、同事、领导、薪酬和晋升途径这个五个因素作为自变量，结合10项个人基本信息作为控制变量，对因变量工作满意度进行回归分析。研究结论表明，薪资水平、职业发展和工作本身对于90后员工工作满意度的影响更为明显，其次是同事的影响，最后才是领导和同事。这样的研究结果可以指导管理者在对于90后员工的管理时的重点，这样结果可以帮助管理者在以后的工作中有效地，对“90后”员工进行管理的可以从影响力比较大的这两个因素着手调整提升他们的满意度。这样的研究对于人力资源管理还是有所帮助的，也可以帮助其他人更好的了解“90后”，能够用其所长，避其缩短。

Two “Post-10s” students have been recruited by one of the famous Universities in China, which is a piece of shocking News in 2014. At the moment that the “Post-80s” generation start to work, “Post- *s” has been mention frequently. Different “post generation” has its characteristic. How to work with these people? How to manage them? How to improve their job satisfaction? These questions become a popular topic in management. This essay is going to use “post-90”Job Descriptive Index questionnaire to investigate people from different sex, area and position. Besides those, five aspect connected with job satisfaction will be checked in this questionnaire. All the aspects will be prioritized from their influence. All the data will be analyzed by SPSS19.0 and Excel. This paper established the main factors which affect the job satisfaction by regression model. It shows that salary and promotion are the key factors affecting work performance. Followed are the work itself, leaders and colleagues. On the contrary, salary didn’t play an important role. Based on the conclusions of this study, it helps companies to manage “post-90” job satisfaction.