Analysis On The Relationship Between The Psychology Contract And The Turnover Intention About Gardening Enterprise Staffs In Zhengzhou

With the development of the society as well as the continual improvement of human resource management models, the relationship between the corporate and the employees has been enjoying certain changes. One of the changes is such a development from the traditional model to the present new one which refers to the strategic and cooperative partnership of the double bond between labor contract and psychological contract. In this new model, the psychological contract, as an associate link between the corporate and the employees, plays a subtle role. It directly affects the attitudes and behaviors of employees, and one of the important influences is the voluntary turnover. The voluntary turnover, especially core workers'voluntary turnover, will affect the stability of the talent in an enterprise. Therefore, the research of the relationship of the psychology contract and the turnover intention has important significance in both the academic circles and business communities.Firstly, based on the review of some relative literature on the psychological contract and the turnover intention, this thesis tries to design certain research approaches. Secondly, this thesis considers staffs in gardening enterprises in Zhen Zhou as the object. Through means of questionnaires, the data is gained. Then the empirical analysis is carried out. Based on all those elements, this thesis analyzes the correlation and influence between the psychological contract and the turnover intention, and further puts forward some strategic proposals for the gardening enterprises.The key achievements in the research are as follows:(1) The organization responsibilities measuring scale divides into four dimensions:The profession development, the leadership supporting, and the substance incentive and interpersonal harmony. (2) The staff responsibility measuring scale divides into three dimensions:the organization pledges, the work investment and the basic responsibilities. (3) Psychological contract has a remarkable influence on the Turnover Intention. And the result shows that the profession development, the substance incentive, the job involvement and the basic responsibility can be obviously put to forecast the turnover intention.Then, according to the above research, the thesis summarizes the enlightenments for human resource management practice in enterprises.(1) Two-way communication to clarify psychological contract. Effective two-way communication help make both corporate and employees understand their own responsibilities in psychological contract, and help the corporate learn the psychological changes of employees promptly. What's more, to reduce the possibility of negative behaviors, special attention should be paid to the changes of psychological contract in four aspects:career development, material incentives, job input and primary responsibilities.(2) Increase development opportunities and broaden channels of promotion for employees. Targeted training can do well to the improvement of professional skills, overall quality, the exploration of potentials, and the maximization of work enthusiasm of employees. They all help secure the psychological contract. The corporate may support more development opportunities to employees to reduce disadvantaged affects of occupational plateau.(3) Fair treatment and benefits policy. It supports a sense of pride to employees, increase the cost of job hopping and reduce the management cost. The attractive material incentives are one of the key elements of stronger job satisfaction, which could prevent the destruction of psychological contract of employees and reduce the behaviors of withdrew.(4) Enhance work incentives to make staff increase job input. The corporate human resource managerial can take work related incentive measures to enhance the sense of responsibility of employees. And do utmost to form harmonious development atmosphere of employees and corporate to make employees consciously improve themselves and enhance job input.(5) Create a favorable business atmosphere. Enterprise executives may help form more harmonious atmosphere to mobilize the enthusiasm and activity of employees, exert the potential of employees. Meanwhile, harmonious atmosphere do good to a common integration sense. Clarified responsibilities, rights and interests help to format united and mutual organizational atmosphere.