The Research For Employees' Psychological Contract Violation

With the coming of 21 century, human society is progressing into the new age of knowledge, Knowledge economic is "talent economic". Nor matter what competition exists among enterprises, countries and districts, human resource has the control over competition. Enterprises must stand on satisfying inner demand from talent, pay respects and provide them with product and service for human recourse so as to win their satisfaction and loyalty. The enterprises that can attract, retain, develop and inspire the top talent will be true winner in market.Based on the study of the former research of psychological contract violation .I use the method of questionnaire research and statistic analysis. The thesis analyzed the medi-variables influencing psychological contract violation (job satisfaction, organization commitment and job stress ).Then, according to the situation of A enterprise, I designed the questionnaire of psychological contract violation. The study finding show: 1 the order of factors influencing psychological contract violation: mental factors, material factors, growing factors and impartial factors,2 the significant factors influencing psychological contract violation: the fair and reasonable regulation, vocational plan relating to personal condition, feedback about performance management and competitive payment.The conclusions of the whole study are applied to the human resource management of employee retention. Based on the possible reasons of psychological contract violation, countermeasures of talent-management are put forward for A enterprise .The general steps and methods for establishing the strategy of employee retention are also advised.