Research On Knowledge Employees' Turnover In Firms Based On Psychological Contract

Nowadays, knowledge has been payed more attention than ever,which means that core competitiveness of enterprises depends on intellectual capital, especially in knowledge-based enterprises such as firms. But all employees' increased demand is resulting in more employees'turnover in firm. As an important part of employee relations, psychological contract has gradually been applied to study employees' turnover.Based on this, the research will apply psychological contract theory to study knowledge employees'turnover in firms. This research attempts to study the theory of psychological contract, analyse knowledge employees' constitution of psychological contract,study the mechanism of psychological contract influence knowledge employees' turnover in firm, analyse major variables impact on knowledge employees' turnover in firm, and propose a solution.First, this research has study the concept of the psychological contract and dimensions of the content which has been studied by scholar abroad and in domestic. Secondly, by studying the theory of employees' turnover, this article regards employees' turnover intention as the direct variable of employees'turnover, and found that organizational commitment and job satisfaction are intermediary variables between psychological contract and turnover intention. By The theoretical assumptions made based on these four variables, and mechanism model describing how knowledge employees'psychological contract in firm influence turnover intention has been framed.Finally,by studying the factors of influencing knowledge employees' turnover'in firm this research assumes that different dimensions of psychological contract,and different factors have different levels of interpretation of employees'turnover.First, by using questionnaires, it investigated 147 employees research knowledge employees in firms in Hangzhou, Jinhua, and then derived data.Then,it applies reliability analysis, validity analysis, correlation analysis, intermediate effect analysis, regression analysis to analysis data. The final conclusion is below:In the first place,it defines the concept of knowledge employees' psychological contract in firms in individual angle, and then it has a research on the organizational responsibility's aspect of psychological contract;this research concludes that organizational responsibility is divided into three dimensions:dimension of development needs,dimensions of material needs,dimensions of interpersonal needs;then it proposes questionnaire and analyse reliability, validity to prove the conformity of its content.Second,empirical evidence has concluded that psychological contract and turnover intention has a negative-correlation,however, psychological contract,job satisfaction and organizational commitment have a positive correlation. By studying the path between, it concluded that psychological contract is one of the key variables impact on intention of employees'turnover, and it directly influence job satisfaction and organizational commitmentThird,job satisfaction and organizational commitment have a obviously negative correlation with emplyees' turnover intention,and by analyse the path,it proves that job satisfaction and organizational commitment plays a direct a decisive role of emplyees'turnover intention.Forth, it proves that sense of attachment take shape of job satisfaction,which means job satisfaction has a decisive impact on affective commitment. However, due to existence of continued commitment and normative commitment in organizational commitment, job satisfaction and organizational only have a positive correlation rather than direct decisive correlation.Fifth,by studying intermediary effect of regression analysis,it proves that job satisfaction and organizational commitment has intermediary effect when psychological contract influence turnover intention intermediary effect.It means that psychological contract has a part of direct impact on turnover itention and a part of direct impact on job satisfaction and organization commitment, which proves the correctness of the model.Sixth,by regression analysis of data,it shows that different dimensions of psychological contract have different impact on turnover intention:the largest regression coefficient is dimension of development needs,and then dimensions of material needs,dimensions of interpersonal needs.This research also concluded that the reason that dimension of material needs has great impact on turnover intention is that the respondents of sample is too young, and high expectations leds to distributive unjustice.Finally,by regression analysis of adoption it shows that in all factors of psychological contract, exert capacity,promotion prospects, merit pay,competitive pay and boss support all have significantly negative correlation with turnover intention.Approve contribution and job challenge do not has so significantly negative correlation with turnover intention as variables above,and the least significantly negative variables is trust respect and welfare.Based on the above conclusions, this research demonstrates that the leaders of firm should strengthen awareness of new staff for the work, strengthen rationality of resource allocation,improve recruitment,make sure that new-comer should have time to practice, reasonably promote,appropriately authorizat and create a relaxed working environment topromote communication.