Based On The Psychological Contract The Research On Countermeasures Of The Key Employees' Turnover In Enterprise In China

In the 21st century talented person market competition being keen gradually, the phenomenon of the employees' turnover has already become more and more, and especially key employees' turnover has already become the difficult problem that enterprises in China must deeply ponder and then carefully solve. The key employees' turnover will make heavy risks and losses, betray the commercial and technical secret of the enterprises. Key employees are the staffs who have strong impact on the production and management of the enterprise can hardly be replaced within a short period play an important function on creating enterprises value and advancing enterprises core competence. How to firmly keep the key employees, and let them form the sustained fidelity to the enterprise, will be one of the most important problems facing the enterprise' human resources directors.By reading large amount of the relevance datum we found that: psychological Contract and Turnover Intention became popular topics at home and abroad. The paper, which has adopted the methods of literate analysis and demonstration research, makes the research on the key employees' turnover from the view of psychological contract which the purpose is to explore the correlation between the psychological contract and the key employees' turnover intention. We selected the high-tech enterprises' key employees who work in high-tech development district in Lanzhou as the research object Then, we revised the questionnaires which were established by other scholars, investigated 180 key employees in 6 various enterprises in high-tech development district in Lanzhou and analyzed by SPSS13.0 to draw a conclusions in order to find the effective solutions to improve the management efficiency for the key employees'turnover which then can provide some useful advice on the management of the key employees in an organization and finally upgrade the management level furthest.This article includes four parts:The first part, pointing out research question and research mentality is on the basis of the previous research.The second part, it elaborates the psychological contract's basic theory and the relevant theories of key employees'turnover.The third part, it carries an empirical research out and draws a conclusion. The fourth part, it makes up management countermeasures on the basis of psychological contract.In brief, according to the result of research, we offered several pieces of management countermeasures for enterprise s administrators to how to manage key employees' turnover well.