The Influence of Work Values and Resignation Intention among Generation Z Employees: The Roles of Job Satisfaction and External Employability in Sichuan, China

Background: In the context of industrial upgrading, it is increasingly important to understand the impact of the work values of Generation Z employees on their resignation intention. This group values growth and work-life balance, and their high mobility poses a challenge to traditional management. This study focuses on Sichuan Province and explores the influence of regional culture on their workplace behavior. Objective: To reveal the mechanism by which the work values of Generation Z employees in Sichuan affect their intention to resign. The core is to verify the mediating role of job satisfaction and the moderating effect of perceived external employability on the "satisfaction → resignation intention" path. Methods: A questionnaire survey was conducted to sample 363 Generation Z employees in Sichuan Province. Use mature scales to measure variables, and use correlation analysis, regression analysis, and Bootstrap method to test the mediating and moderating effects. Results: Work values can directly and indirectly reduce resignation intention by increasing job satisfaction (partially mediated). Perceived external employability plays a moderating role: when it is high, the inhibitory effect of job satisfaction on resignation intention will weaken. Conclusion: The resignation decision of Generation Z employees in Sichuan is a rational balance of internal and external factors. Enterprises need to balance both internal and external aspects: internally, they can enhance satisfaction by meeting their values, while externally, they can strengthen their compensation and development competitiveness to cope with the attractiveness of the external talent market.