随着高等教育规模的不断扩大，大学毕业生数量剧增，大学毕业生就业压力增大，加上企业下岗、失业人员的增多，社会的就业压力加大。尽管如此，在入职后的短时间内，大学生员工依然频繁跳槽，给自身、学校和企业都带来了不同程度的负面影响。本研究将大学生员工参加工作的前三年定义为职业适应期，对这一时期大学生员工的角色失调、工作满意度、离职倾向的现状进行了调查分析，并从中探讨角色失调、工作满意度和离职倾向之间的关系，以探索大学生员工频繁离职及其不能在企业稳定发展的原因，并提出相应的解决策略。本研究主要结论如下：1. 不同性别、婚姻状况、受教育水平、工作单位属性和工作时间的大学生员工在角色失调分维度上存在差异。男性的角色失调水平高于女性；男性、已婚者和博士在角色超载维度上水平更高；民营企业大学生员工的角色冲突水平最高，三资企业最低；未婚及工作第一年大学生员工的角色模糊水平最高；2. 不同受教育水平和工作单位属性的大学生员工在工作满意度上存在差异，表现在博士和党政机关事业单位大学生员工工作满意度水平更高；3. 不同受教育水平、工作单位属性和婚姻状况的大学生员工在离职倾向上存在差异，表现在学历水平越高、在党政机关事业单位工作、已婚的大学生员工离职倾向越低；4.职业适应期内大学生员工角色失调及分维度与离职倾向正相关；5.职业适应期内大学生员工角色失调及分维度与工作满意度负相关；6.职业适应期内大学生员工工作满意度及分维度与离职倾向负相关；7.工作满意度能够中介角色失调对离职倾向的作用。 本研究以结论为依据，从学校、企业、个人三方面相应提出针对性的对策和建议。

Because of the unceasing expansion in higher education scale, the university graduates quantity enlarges quickly. In addition of the amount of Laid-off and Unemployed employees also enlarges too, the career pressure of university graduates' employment has achieved a very high degree. Still, the partial of universities graduates soon get job turnover frequently in the occupation adaptation period. It brought a lot of negative influence in different extent for their own, the schools and the enterprises.Based on a great deal of literature and datum, this research defines previous 3 working years as the occupation adaptation period of graduate employees,. analyzes the status and relationship among role maladjustment job satisfaction and turnover, to inquire about the turnover reanson and ponder the corresponding stable strategy.The conclusions drawn through the investigation were as follows: 1. Sub-dimension of role maladjustment in different graduates employees are remarkable. Male subjects had a higher level of role maladjustment compare with female subjects; male, married and doctor degree subjects had a higher level of role overlord; private enterprise subjects had a highest role conflict with Foreign-funded enterprises subjects had a lowest one; unmarried subjects and first-year employees had a higher role ambiguity;2. Job satisfaction in graduates employees with different education level, work unit are remarkable, the higher education level and the government institution subjects had a higher level of job satisfaction;3. Turnover intention in graduates employees with different education level, work unit and marriage status are remarkable, the higher education level ,the government institution and married subjects had a lower level of turnover intention;4. Role maladjustment as well as its sub-dimensions were negative predictors of turnover intension in graduate employees in occupation adaptation period;5. Role maladjustment as well as its sub-dimensions were negative predictors of job satisfaction in graduate employees in occupation adaptation period;6. Job satisfaction and its sub-dimensions were mediators of turnover intension in graduate employees in occupation adaptation period;7. Job satisfaction was a mediator in the relationship of role maladjustment and turnover intention.Based on the results of this research, a few a few suggestions were given to graduates employees, universities and enterprises.