现如今，新生代员工逐渐成了公司的主要力量，虽然其中不乏一些学习能力强，态度积极，工作扎实的新生代员工，但新生代员工受到整体工作环境、社会需求、企业发展等诸多因素影响，在职场竞争中并不具备较多优势。很多企业管理人员对新生代员工存在片面的认识，同时也有一部分新生代员工受到多方面因素的影响，存在一定的工作风险。主要表现为，新生代员工的工作状态不稳定，缺乏自律，缺少工作信心。最终造成新生代员工工作价值观难以把握，离职比例偏高，不仅使公司的发展经营与人力资源管理面临空前的考验，同时也会影响到新生代员工的个人职业生涯发展与自我价值实现。本文从新生代员工的角度出发，主要研究工作价值观和离职倾向之间的相关性，并对影响机制进行了深入的探索。

本文通过文献综述法，对国内外有关工作价值观、工作满意度、离职意向等方面的理论内容进行了较为全面的整理和评价，而在阅读文献的过程中发现，工作满意度、工作价值观和新生代员工离职倾向有一定的关联性，在此基础上进一步提出研究方向，以工作满意度作为中介模型，制定研究计划、调查问卷，从而进一步验证三者之间的关系。在过往的分析中，普莱斯员工离职模型目前得到了广泛认可，包括员工工作价值观和中介变量模型，通过对Price模型的修正和完善，本文以工作满意度为中介模型，深入分析工作价值观和离职倾向之间的关系。

在实际分析过程中，借助问卷调查、访谈分析等工作，综合利用上述的理论，展开实证分析。根据具体的数据对员工工作价值观、工作满意度与员工离职倾向的关系及机制进行了深入探讨，最终设计形成了基于工作价值观视角的新生代员工离职倾向研究模型、基本假设以及控制措施。使用SPSS22.0对新生代员工所做的调查分析过程中，进行了信度和效度分析、独立样本 t检验、多元线性分析。

根据数据信息显示，新生代员工的工作价值观会对其离职倾向产生一定的影响。具体而言，当员工的工作价值观越高时，他们的工作满意度也会相应提高，从而导致相应的离职倾向降低。通过回归分析，可以证明工作价值观与离职倾向之间存在关系，在调节员工的工作价值观和离职倾向方面，工作满意度产生了一定的影响。在此基础上，针对S公司目前企业的人事管理现状，给出了相应的对策建议。从功利导向、人际导向以及个性特征等三个方面入手，具体策略包括：第一，推行新生代员工创新管理，让绩效评估发挥激励作用，第二，强化管理程序，丰富企业内部的福利制度，第三，营造生动的工作环境氛围，第四，构建良好的企业经营组织文化，第五，打造出高效的上下级沟通平台，第六，制定清晰的个人职业生涯计划，第七，加强自我认知训练强化心理素质。

Nowadays, the new generation of employees has gradually become the main force of the company. Some of them have strong learning ability, positive attitude and solid work. However, the overall working environment, social needs and enterprise development of the new employees do not have many advantages. Many enterprise managers have a one-sided understanding of the new generation of employees. At the same time, some of the new generation of employees are affected by the multi-imitation cotton factors, and there is a certain risk of work. The main performance is that the new generation of employees work in an unstable state, lack of self-discipline, lack of confidence. As a result, the work values of the new generation of employees are difficult to grasp, and the turnover ratio is high, which not only makes the company's development, operation and human resource management face unprecedented challenges, but also affects the personal career development and self-value realization of the new generation of employees. From the perspective of the new generation of employees, this paper studies the correlation between work values and turnover intention, and makes an in-depth study of the influencing mechanism.

By literature review method, this paper comprehensively collates and evaluates domestic and foreign theoretical contents related to work values, job satisfaction and turnover intention. In the process of reading literature, it is found that there is a certain correlation between job satisfaction, work values and the turnover intention of the new generation of employees. On this basis, further research direction is proposed. Taking job satisfaction as an intermediary model, research plan and questionnaire were developed to further verify the relationship between the three. In the past analysis, Price employee demission model has been widely recognized, including employee work values and mediating variable model. By revising and improving the Price model, this paper takes job satisfaction as the mediating model to deeply analyze the relationship between work values and demission intention.

In the actual analysis process, with the help of questionnaire survey, interview analysis and other work, comprehensive use of the above theories to carry out empirical analysis. According to the specific data, the relationship and mechanism of employee work values, job satisfaction and employee turnover intention are deeply discussed, and finally the research model, basic hypothesis and control measures of the new generation employee turnover intention based on the perspective of work values are designed and formed. In the process of investigation and analysis of the new generation of employees, SPSS22.0 statistical analysis method was adopted to conduct reliability and validity analysis, independent sample T test and multiple linear analysis.

According to the data information, the new generation of employees work values will have certain influence on departure tendency, the higher the work values, job satisfaction will be improved, the corresponding departure tendency will decrease, from the regression analysis also proves the relationship between work values and turnover tendency, but also supports the job satisfaction between job values and turnover tendency has played a regulatory role. On this basis, the current situation of S company personnel management. From the utilitarian orientation, interpersonal orientation and personality characteristics and so on three aspects, specific strategies include: first, the implementation of new generation employees innovation management, make performance evaluation play an incentive role, second, strengthen the management procedures, enrich enterprise internal welfare system, third, create a vivid working environment atmosphere, fourth, build a good enterprise organization culture, fifth, create efficient communication platform, sixth, clear personal career plan, seventh, strengthen self-awareness training to strengthen the psychological quality.