The Influence Between The Job Satisfaction And Turnover Intention Of Enterprise Knowledge Workers

In the21st century, there swept era wave of knowledge economy, the degree of attention of human resource management strategy to determine its future development potential. There is the globalization of economic and information for the main features of the era of knowledge economy, the core object of the enterprise human resource management is the knowledge-based employees. As the carrier of knowledge, the employees, increasing its importances in enterprises, because of competition between enterprises. The Knowledge creation, use and value-added especially rational allocation of a variety of other factors of production,have to rely on knowledge workers to complete.With the market competition intensifies,increasing proportion of the loss of knowledge workers in the enterprise.How to impact the knowledge-based staff turnover intention effectively,has become inevitable in the process of enterprise development and growth.The special features that knowledge-based employees input their work more than the commitment of organization, this determined that the more rigid the contract of employment (labor contract), and its implicit extrinsic motivation is difficult to drive them.Implicit,the informal psychological contract increasingly prominent role in the management of employees,the use of benign psychological contract will reduce the rate of loss of knowledge workers which is extremely important.Previous research on the problem of employee turnover, the job satisfaction is a representative of the significance of the antecedents of turnover intention, There is a large number of scholars that have a significant negative impact of job satisfaction and turnover intention.My paper attempts to psychological contract perspective that how to find a balance between job satisfaction research and the psychological contract theory, which can explore knowledge worker turnover intention to have an impact role on them fully.Through a lot of reading literature,about the home and abroad on the psychological contract, job satisfaction and turnover intention of research carried out a theoretical review, and then design the organizational responsibilities of the psychological contract scale, job satisfaction and turnover intention scale,chinese enterprises to expand the empirical investigation, the findings show that the psychological contract variable of organizational responsibilities, because of the impact on staff job satisfaction and thereby affecting the turnover intention of knowledge workers can directly, which both affect the their turnover intention. In other words, the job satisfaction is between the psychological contract of organizational responsibility variables and the knowledge worker turnover intention variables, and it plays a part of the intermediary role.For the conclusion of this paper,we can get the following managerial implications:1. to guide knowledge workers, we can recruitment to pass the real information,and establish a good psychological contract;2. strengthen communication and knowledge-based workers,to improve the knowledge-based employee satisfaction;3. there is a dynamic management of the psychological contract;4. through the job rotation and job enrichment to enhance the knowledge-based employee satisfaction;5.we can reduce knowledge worker turnover intention and comprehensive process.