In China, new generation employees are those who were born after 1st January 1980, including the post-80s, the post-85s, and the post-90s. Nowadays, new generation employees have been the major driving force in companies. From managers’ point of view, they are unstable, having independence of thought, poor self-discipline, and blind confidence. High turnover rate and blurred value orientation of new generation employees are the biggest blocks of companies’ strategic development, which brings huge challenge to managers. Therefore in this study the aim was to ascertain the effects of work values on job satisfaction, organizational commitment, and turnover intention in a Chinese context. Job satisfaction and work values were employed as determinants of organizational commitment and turnover intention. The mediating effect of job satisfaction and organization commitment on work values and turnover intention was also examined using EQS 6.3 computer program. A total of 463 questionnaires were distributed to employees of different corporations in China. The results indicated that job satisfaction led to greater organizational commitment and lower turnover intention. Participants also indicated that their work values significantly affect normative commitment and turnover intention through job satisfaction.
Loading....