Senior Managers In The Private Enterprises In The Psychological Contract Relationship With Turnover Intention

In recent years, Psychological Contract and Turnover Intention became popular topics in the western Organization Behavior and the Human Resources Management filed, which have already caused the research interest of our scholars. Compared to economic contract, psychological contract is also a dominant factor in determining the attitude and obligation of employees towards organization although most of the content of psychological contract is ambiguous and implicit. Psychological contract, therefore, is one of the important research topics in the fields of human resource management and organizational behavior.This research, on the base of commenting relevant concepts, theories and current situation at home and abroad of Psychological Contract and Turnover Intention, we selected the medium-top managements in private enterprises as the research object. Then we revised the questionnaires which were established by other scholars, investigated managements and analyzed by SPSS. The main research conclusions were as follows:First, Psychological Contract Questionnaire and Turnover Intention Questionnaire which we used all have the good reliability and validity;Second, in Psychological Contract and Turnover Intention various latitudes, the sex and marital status has no significance difference in Psychological Contract and Turnover Intention various latitudes; the age only has the significance difference in Appreciation Tendency; the education level only has the significance difference in Development Chance; the working time in this enterprise only has the significance difference in Appreciation Tendency; the size of the enterprise only has the significance difference in Material Encouragement;Third, the Psychological Contract has remarkable inverse correlation with Turnover Intention, and all of the latitudes of Psychological Contract have remarkable inverse correlation with latitudes of Turnover Intention.Fourth, Psychological Contract has significant negative impact on Turnover Intention, and can predict Turnover Intention. Transactional contract, relational contract and development contract are significantly and negatively predictive of Turnover Intention.