With the changes of the times, the new generation of employees has gradually become the main force of the labor market and a new force for creating value for enterprises. Once the new generation of employees feel that the organization has not performed the psychological contract well, they may have a tendency to leave, or even implement the behavior of leaving. Too high a turnover rate will increase the organization's labor costs, and it will also be detrimental to employee development and planning. This study uses an empirical analysis method to explore the relationship between the dimensions of the psychological contract of new generation employees and turnover intention, and examines the mediating effect of organizational identity in psychological contract and turnover tendency. A total of 197 valid questionnaires were collected and analyzed by SPSS23.0. The results show that: all sub-dimensions of psychological contract significantly negatively affect turnover intention, and organizational identity played an intermediary role. At the same time, it also verifies that each dimension of the psychological contract positively affects organizational identity, and negatively affects the tendency to leave. This suggests that organizations should pay attention to the maintenance of psychological contracts and improve organizational identity to reduce staff turnover.