Research On Enterprise Knowledge Workers' Dimission Based On Psychological Contract

With economic globalization,Chinese enterprises are facing increasingly fierce competition,the core of which is the competition for talents,thus the status of human resource management is becoming more prominent.The core object of human resources management is knowledge worker in knowledge economy era.Knowledge workers,as knowledge vector,are becoming more and more important in enterprises.Because the competition among enterprises,knowledge creation,use and value-added,and rational allocation of production factors,will have to rely on knowledge employees.Sustainable development of enterprises needs high-quality and stable workforce.However,the phenomenon of workers'dimission becomes more and more serious which can result in substantial losses to enterprises.It's a major problem for enterprises to attract and retain knowledge workers,as facing the fierce competition.Therefore,we need to explore the mental action factors that impact knowledge workers'dimission from the perspective of psychological contract,in order to provide scientific basis for drawing up human resources strategy.First of all,the paper analyzes the relationship between psychological contract and knowledge workers'dimission,and investigates its reasons and features.Through analyzing the data of many knowledge workers'questionnaire by SPSS;we can extract the factors of knowledge workers'dimission and acquire the inherent mechanism and processes of impacting knowledge workers'dimission from the perspective of psychological contract breach.In addition,the paper sets up a control model of knowledge workers'dimission based on psychological contract by analyzing behavior patterns and mechanisms.Combining qualitative and quantitative analysis,the paper brings forward the fundamental idea of how to retain knowledge workers and overall process management.The research conclusion provides some effective reference for managing the knowledge workers,which enable enterprises to manage different knowledge workers,maintain the stability of internal workers,and exert the knowledge workers'performance,then actually achieve people-oriented and win-win situation.