Abstract—Based on the Relative Deprivation Theory and Resource Conservation Theory, this article examines the impact and process model of overqualification perception on turnover intention. In this paper, the new generation of employees (mainly born after 1985) in Guangdong Province of China as respondents and a total of 206 valid questionnaires were collected by completing the Scale of Qualified over Qualification, Turnover Intention Scale, Organizational Identity Scale and The Goal-oriented Scale. The findings show organizational identity plays a part mediating role and, what’s more, the learning goal orientation has a moderating effect between perceived overqualification and turnover intention. More specifically, the results are as follow: (1) The perception of overqualification is positively related to employees' turnover intention(r=.458, p<0.01) ; (2) Organizational identity plays a part mediation role in the relationship between overqualification perception and turnover intention; (3) Learning goal orientation significantly moderated the relationships between overqualification perception and employee's turnover intention. These research results have certain reference value and guiding significance for enterprise staff recruitment, training, cultural construction, employee motivation and so on.