Relation Of The Employee Psychological Contract And Turnover Intention

In recent years, psychological contract and turnover intention, an extensive concerned research field to foreign scholars, have already caused the research interest of our scholars. This research, on the base of commenting relevant concepts, theories and current situation at home and abroad of psychological contract and turnover intention, adopted existing Psychological Contract Inventory, organization satisfactory sense questionnaire, job satisfaction questionnaire, emotion promise questionnaire, and turnover intention questionnaire developed by the author, which regarded enterprise staff as their research objects. Finally, through confirmatory factor analysis and path analysis, explored inherent function mechanism among balanced organization responsibility, relational organization responsibility, transactional organization responsibility and turnover intention. The main research conclusions were as follows:First, balanced organization responsibility influenced employee turnover intention through influencing organization satisfactory sense, job satisfaction and emotion promise. Second, relational organization responsibility influenced employee turnover intention through influencing organization satisfactory sense, job satisfaction and emotion promise. Third, transactional organization responsibility influenced employee turnover intention only through influencing job satisfaction.Finally, on the base of further analyzing path coefficients, the research showed that the most important influence factor to turnover intention was balanced organization responsibility and job satisfaction, secondly, relational organization responsibility and organization satisfactory sense, in the end, emotion promises and transactional organization responsibility.According to the result of research, the author offered three pieces of suggestion for enterprise's administrator.