The Research On Influence Of Employees' Psychological Contract Upon Turnover Intention Under The Reform Of State-owned Enterprises Background

With the development of the market economy in China, in order to adapt to complicate global economic system, the state-owned enterprises conduct a series of reform to face this challenge. As a typical public enterprise, postal enterprises initiated a series of reform in 1998. Chinese postal enterprises land themselves in a passive position because of the gathering disadvantages resulted from the confusion of government function and business management, so it is urgently necessary to start out the research on the current situation with modern theories and methodology of management of human resources, which aims at instructing theoretically as well as improving practically the work of postal personnel, thus further development of postal enterprises.At the knowledge time, with the technical progress and intensified competition, for the purpose of attracting and inspiring staff, the organization should realize their expectation and requirement. Only in this way can we make HR regulation, balance their right and duty and arouse their initiative. The study of Psychological Contracts attempted to learn the employees'expectation and attitude regarding the relation between enterprise and staff from a new perspective. Many existing studies indicate Psychological Contract is correlated with some important variables of organizational behaviors. As a result, it is of the great significance to study Psychological Contract and its impact on Turnover Intention.At the background of the reform of state-owned enterprises, this article, on the base of commenting relevant concepts, theories and current situation at home and abroad of Psychological Contract and Turnover Intention, we brought in the theory of Organizational Change Recognition and selected employees of grass roots in Fuling Post as the research object and built the model. Then, we revised the questionnaires which were established by others scholars, investigated 300 employees. We used SPSS 15.0 for statistical analysis, and drew up a series of conclusions from empirical analysis. At last, we provided suggestions for some related enterprises, and pointed out the limitations of the study.This paper contains five chapters:Chapter one:PrefaceThis chapter made a brief review of the study background, showed the framework and the innovations of the study.Chapter two:Literature ReviewIn section one of the literature reviews, the writer introduced the theory of Psychological Contract, which was first proposed by Argyris in 1960. Then, the writer collected definitions of Psychological Contract, which were proposed by the following scholars. After that, the writer introduced the components of Psychological Contract. The writer found that, Psychological Contract was generally divided into two parts:employees'responsibility for the enterprises and enterprises'responsibility for the employees. The writer also found that, many existing empirical studies used enterprises'responsibility for the employees to definite Psychological Contract, which was a restraint definition of the theory. At last in the section, the writer introduced the structure dimensions of Psychological Contract, compared the "two-dimension" and the "three-dimension". According to the relevant studies (especially empirical studies) and the situation in our country, the study chose the "three-dimension" for further study.In section two of the literature reviews, the writer introduced the theory of Organizational Change and Organizational Change Recognition. According to the relevant studies and the situation in our country, the study used the guarantee of employees'rights recognition, benefit of reform recognition and communications & coordination recognition for further study.In section three of the literature reviews, the writer introduced the theory of Turnover Intention. Five typical Turnover Intention models were stressed. The writer also concluded relevant empirical studies in China.In section four of the literature reviews, the writer concluded the relevant studies between Psychological Contract and Turnover Intention, pointed out four limitations.Chapter Three:Design Of The StudyThis chapter introduced the composition of study object, analyzed their characteristic. According to the analyzed above and the conception of the study, the writer chose grass-roots employees in postal enterprises for further study. Then, the writer illuminated the conception of the study and the construction of the model in detail. Furthermore, hypothesis, study tools and study methods were introduced in this chapter.Chapter Four:Empirical AnalyzeThe writer used SPSS 15.0 for statistical analysis, and drew up a series of conclusions from Item Analysis, Factor Analysis, Reliability Analysis, Descriptive statistical Analysis, Correlation Analysis and Regression Analysis in this chapter.Chapter Five:Conclusions and RecommendationsThe main research conclusions were as follows:1. Employees in postal enterprises had low level of Psychological Contract and Organizational Change Recognition, but normal level of Turnover Intention.2. The study comprehensively evaluated the link between Psychological Contract (Organizational Change Recognition) and Turnover Intention by using Correlation Analysis and Regression Analysis. The results indicated that Psychological Contract and Organizational Change Recognition had a statistically negative effect on Turnover Intention, and certain degree of ability to predict and explain Turnover Intention as well.3. Psychological Contract was positively related with Organizational Change Recognition.Based on the above conclusions, the writer provided suggestions for improving the Psychological Contract of employees in postal enterprises and reducing their Turnover Intention. At last, we pointed out the limitations of the study and provided suggestions for future study.Making a general survey of this paper, the characteristics of the paper are as follows:First, the study object of this paper is grass-roots employees in China postal enterprises under the background of reform of state-owned enterprises, it has special study value and meaning for relevant enterprises.Second, the writer bring the theory of Organizational Change Recognition into the study to.discuss the relation between Psychological Contract and Turnover Intention under the background of reform of enterprises, and it is a new task in recent study field, this paper lays a beneficial foundation for further study.Because of the limit of experience and study level, this paper needs further perfection. I would appreciate very much if teachers and classmates give me some suggestions. I will go on my study further in the future.