The Management Of Knowledge Worker Turnover-Based On Psychological Contract

With the gradual deepening of economic globalization, the time has come to a knowledge-based economy, knowledge workers become the core of human capital. As the carrier of knowledge capital, knowledge workers have a wide range different characteristics from common employees, so the traditional written binding contract for their role not enough significantly, resulting in the current knowledge-based high staff turnover rate. The psychological contract of organizational behavior between employees and employers as an informal,vague,implied contract has caused more and more attention. Introducing psychological contract into the field of human resources management is currently hot studied field.In this paper, we drawing on relevant research results at home and abroad, using survey methods to some enterprises from Guangzhou, Shanghai and some other places, analysis of samples and then get the following conclusions:1,The knowledge workers psychological contract included three dimensions: economic transaction, development opportunity, environmental support.2,Psychological contract violation resulted in decreased level of job satisfaction and increased level of turnover intention.3,There is significant negative correlation between job satisfaction and turnover intention.4,Organization justice and its dimensions influenced psychological contract violation, work attitude directly.5,the different reason of knowledge workers' attribute of psychological contract violation will produce remarkable influence about their attitude about work.Finally, several pieces of advice were presented for the company to control the turnover of the knowledge workers.