The Effect of Work Values and Job Satisfaction on the Resignation Intention of Generation Z Employees in Sichuan, China

Objective: This study focuses on Generation Z employees in Sichuan, China, aiming to systematically explore the impact mechanism of their work values (covering seven dimensions: personality preferences, economic returns, career development, colleague recognition, work atmosphere, innovation challenges, and self achievement) on resignation intention, and examine the mediating role of job satisfaction between work values and resignation intention. Design/methodology/approach: A cross-sectional questionnaire survey was conducted to sample Generation Z employees from multiple enterprises in Sichuan Province, and a total of 382 valid questionnaires were collected. Use structural equation modeling (SEM) and Bootstrap method for data analysis to examine the direct effects of various dimensions of work values on resignation intention, as well as the mediating effect of job satisfaction. Findings: This study confirms that the resignation intention of Generation Z employees is driven by the differentiation of their work values. Research has found that career development, work atmosphere, colleague recognition, and satisfaction of personality preferences can significantly reduce resignation intention, while the pursuit of economic returns, innovation challenges, and self achievement can significantly enhance resignation intention. Among them, the inhibitory effect of career development and the protective effect of work atmosphere are the most prominent. This indicates that Generation Z employees will both passively leave due to a lack of supportive environments and growth opportunities, as well as actively move in pursuit of higher returns and challenges. Job satisfaction plays a partial mediating role in this influencing mechanism, revealing the bridging function of emotional experience between value balancing and behavioral decision-making. Originality/Value: This study, for the first time in the Sichuan region with distinct regional cultural characteristics, constructs a multidimensional model of the relationship between work values and resignation tendencies for the Z generation group, and clarifies the mediating path of job satisfaction, expanding the research on employee behavior from the perspective of intergenerational and regional intersection. The conclusion has theoretical innovation significance for understanding the occupational psychological mechanism of young labor force in emerging western development areas. Practical implications: The study provides regional and intergenerational management insights for enterprise management practices. It is suggested that when formulating talent retention strategies, enterprises in Sichuan should focus on building clear career development channels, optimizing salary incentive systems, and enhancing employee satisfaction by creating a supportive work atmosphere, thereby effectively reducing the risk of turnover for Generation Z employees.