Research On Control Of IT Knowledge Worker Turnover Based On Psychological Contract

Fujian Province, as the core provinces of the Hercynian economic construction, it'seconomic has achieved rapid development in recent years. IT industry as theKnowledge-intensive industries, the dependence on intellectual capital is stronger than anyother industry.emerging industry. However, IT industry knowledge workers'turnover rate isthe highest, while in Fujian Province its'turnover rate is higher than other developed cities.Knowledge workers'turnover has brought great material and non-material losses to ITcompanies, while psychological contract as the glue between organizations and employees,provides a new perspective for the study on knowledge workers'turnover .This paper take ITindustry knowledge workers'turnover as the focus of research, and carried out from theperspective of psychological contract. this Research have great practical significance for ITenterprises in Fujian Province to retain knowledge workers and achieve rapid development.And the methods and ideas, that applied psychological contract in the control of knowledgeworkers'turnover, also will provide valuable information for follow-up studies.The background, significance, methods and the main contents were described in detail inthe first part of the paper. The second part of the paper defines the concept of correlation, andcarding the status of the research on psychological contract, employee turnover and thecontrol of knowledge workers'turnover. The third part of the paper, used questionnairemethod to investigate the status, characteristics and causes of knowledge workers'turnover.And have found two important conclusions that Fujian IT industry knowledge generally havehigher turnover intention, and the major factors of knowledge workers'turnover are cententedin psychological contract. Then, part IV further studied the relationship betweenpsychological contract and knowledge staff turnover intention. The purpose of the study is toidentify the relationship between psychological contract and knowledge workers'turnoverintention, and and psychological contract of knowledge workers of the dimensions of thepredictive power of turnover intention to clear the psychological contract factors whichshould proceed to the departure of knowledge workers tend to be controlled. And thepredictive power of each dimension of psychological contract to knowledge workers'turnoverintention. Then nail down which psychological contract factors should proceed to the controlof knowledge workers'turnover. Based on the empirical analysis of fourth chapter, the fifthchapter build the control model of knowledge workers'turnover based on psychologicalcontract, and design a feasible control tool. In part VI, the results of this study weresummarized, and put forward the proposes future research directions. Paper combines theoretical and empirical studies, the kownledge workers'turnover control model has detailedprocedures and methods of operation, and have also designed the operational measurementtools, the research results can be directly used by IT companies.