二十世纪八十年代以后，我国在经济技术、科学文化等领域飞速发展，而1980年以后出生的新生代员工在成长中见证了这其中的变化并在社会变迁中形成了自己独特的性格特点和职业特征。现如今，随着越来越多的新生代员工投入到各行各业中去，并在企业中发挥着越来越重要的作用，企业传统的管理制度和管理模式已经不能完全适应这部分员工，使得他们出现工作积极性不高的问题，进而影响了新生代员工的敬业度，这已在一定程度上制约了企业的发展。而在S公司中，新生代员工表现出来的“闪辞”、“离职”、“不服从管理”、“工作积极性不高”等普遍性的敬业度问题，对企业的发展产生了非常不利的影响，因此，对于研究S公司新生代员工的敬业度并找出相关影响因素，通过科学合理的管理对策，切实提高新生代员工敬业度显得尤为必要。

基于此，本文围绕S公司新生代员工敬业度问题展开分析，首先，通过对相关文献的梳理明确了本文的主要概念与相关理论基础。随后结合S公司的具体情况，通过实地访谈对公司新生代员工的敬业度进行了初步判定，并通过访谈寻找影响公司新生代员工敬业度的可能影响原因。根据访谈结果，同时借鉴敬业度研究的相关文献设计并发放了S公司新生代员工敬业度的调查问卷。借助于统计分析软件对回收的问卷进行分析发现，S公司存在新生代员工敬业度不高的问题；通过数据分析，得到影响新生代员工敬业度的影响因素包括：员工自身因素和企业因素两方面，进一步地企业因素又包含领导者管理水平、企业激励措施和企业文化方面的影响。最后在以上分析的基础上，提出了S公司应从提高领导者的管理水平、提高激励措施的有效性、加强企业文化建设几方面提升S公司新生代员工敬业度的对策。

After the 1980s， China has developed rapidly in the fields of economy， technology， science as well as culture， and the new generation of employees born after 1980 have witnessed these changes during their growth. Nowadays， as more and more new generation employees are engaged in various industries， they are playing an increasingly important role in the enterprise. Along with that， the traditional management systems and models of enterprises can no longer fully adapt to the management of the new-generation employees. Therefore， this makes the new-generation employees less motivated to work， and the problem has also further affected the engagement of the new-generation employees.And this has restricted the development of enterprises.In S company，there are lots of common engagement issues in the new generation of employees，such as “quick resignation”， “resignation”， “disobedience to management”， “low work enthusiasm”.Because of these problems are unfavorable to the development of S Company，it is necessary to study the engagement of the new generation of S company's employees and find out th influencing factors， so as to effectively improve the engagement of the new generation of S company's employees through scientific and reasonable management countermeasures.

Based on the background above， this article has focused on the engagement of new generation employees in S company.First， the main concepts and theoretical basis of this paper are clarified by combing the relevant literature.Second，combined with the situation of S Company，the engagement determination of the new generation and the searching of possible influencing reasons were sought through field interview.Once more，according to the interview results and Literature on engagement research， the author designed and distributed the questionnaire on the engagement of new generation employees in S company. With the help of statistical analysis software，we analyzed the collected questionnaires.Terefore，the problem of low engagement of the new generation employees in S company has been found.With further data analysis，the influencing factors of new generation employee engagement include： employee's own factor and enterprise's factor，and the main factor is the enterprise factor，include the influence of leader management level， enterprise incentive measures and corporate culture.Based on the above，we put forward the countermeasures to improve the engagement of the new generation employees in S company.It includes improving the management level of leaders， improving the effectiveness of incentive measures， and strengthening the construction of corporate culture.