Research On Control Of Knowledge Worker Turnover Based On Psychological Contract

Nowadays we are embracing an era of knowledge economy in the 21st century, when the well-qualified and the efficient knowledge workers are whom the major enterprises chasing for. Without the knowledge workers who are the carrier of knowledge, the creation, the use and the appreciation of knowledge can't be possible. Due to the unique characteristics of the knowledge employees, the traditional methods of management don't work in the administration. Furthermore, it is difficult for the enterprises to attract and retain the knowledge employees. Material incentive, development opportunity and environment support, these three make up the indicator system of the psychological contract. The essay makes its points by the three dimensions, and probes into the control over the knowledge workers turnover based on the psychological contract, which is of great practical significance.Focused on the highlighted features of the knowledge employees, this paper adopts interdisciplinary theoretical approaches and empirical methods. On the basis of the integration of the previously built theories of the psychological contract and the psychological contract violation, the essay explores the influence that the three dimensions of the psychological contract had on the knowledge workers turnover and analyzes the process of the turnover. A control model of the knowledge workers based on the psychological contract is set up, and the final questionnaire is constructed. A survey on the degree of the implementation of the psychological contract and the rate of the knowledge workers turnover is conducted, and 83 high-tech enterprises in Shanghai, Beijing, Shenzhen, Guangzhou and Changsha are selected as the samples. 214 copies of questionnaire are issued and 131 copies are retrieved. After removing the 16 copies of the incomplete and the invalid questionnaire, we get the 115 copies of the valid questionnaire, that is to say the effective power is 87.79%, and then the author analyzes the data and reaches the conclusion. Meanwhile the relevant case studies about the situation of the implementation of the psychological contract are carried out, which contributes a lot to the deep understanding and the observation of the knowledge workers.The empirical studies show that all the measurement scales have good reliability and validity. At the same time, the results indicate that there is a negative correlation between the flow of the knowledge employees and the implementation of the psychological contract. That is, three dimensions of the psychological contract-material incentive, environment support and development opportunity have a clear negative role in the turnover of the knowledge workers. And the original assumptions are confirmed correct by some analysis. According to the conclusions of the empirical studies, the paper proposes two measures to control the turnover of the knowledge workers. One is the recruit of the knowledge workers and the other is the incentive mechanism, both of which are based on the psychological contract. I wish the research might offer the enterprises some suggestions and help on the attracting and the retaining of the knowledge workers.