中文摘要：

新生代员工群体逐渐成为推动社会发展的重要力量，这一群体表现出的频繁跳槽现象已引起了社会各界的普遍关注。对新生代员工不同维度的心理契约破裂、组织认同和离职倾向之间的关系研究发现，规范型和发展型心理契约破裂显著正向影响其离职倾向；规范型、人际型和发展型心理契约破裂均显著负向影响其组织认同；组织认同在规范型心理契约破裂和离职倾向的关系中起到完全中介作用，在发展型心理契约破裂和离职倾向的关系中起到部分中介作用。

英文摘要：

The group of new generation employees have gradually become an important force in promoting social development, and the phenomenon of frequent job hopping in this group has caused widespread concern in all sectors of society. This paper bases on the psychological contract theory, through the investigation of the new generation employees, and using correlation analysis and hierarchical regression method to explore the relationship between the new generation employees＇ different dimensions of psychological contract breach, organizational identification and turnover intention. The study found that the standard and development dimensions of psychological contract breach have a positive effect on turnover intention. And the standard, development and interpersonal dimensions of psychological contract breach have significantly negative influence on organizational identification. Moreover, organizational identification plays a full intermediary role between the standard dimension of psychological contract breach and turnover intention, and plays a part intermediary role between the development dimension of psychological contract breach and turnover intention.