The Impact Of Employees’ Psychological Contract Breach, Job Satisfaction And Organizational Commitment On Turnover Intention

In this paper, we use the method of interviews and questionnaires, and statisticalmethods of analysis of variance, correlation analysis, regression analysis, exploratoryfactor analysis, confirmatory factor analysis and cross-group comparison to explore thestatus quo of staff psychological contract breach, job satisfaction, organizationalcommitment and turnover intention. At same time, we study the impact of staffpsychological contract breach, job satisfaction and organizational commitment onturnover intention. So we acquired the following conclusions:(1) in china, employees’ psychological contract violation includes threedimensions, according to the importance of this three-dimension degree，they aretranslational dimension,relational dimension and team-player dimension.(2) Psychological contract violation, job satisfaction, organizationalcommitment, turnover intention are higher than their general level; but, team-playerdimension is not different form its general level. It is some significant difference thatthe employee psychological contract violation, organizational commitment, jobsatisfaction and turnover intention on the level of grouping psychological contractviolation and different demographic variables.(3) Psychological contract violation and its various dimensions significantlyinfluence employee’s organizational commitment, job satisfaction and turnoverintention.(4) Organizational commitment in the relationship between psychological contractviolation and employee turnover tendency play the part of the intermediary role; jobsatisfaction in the relationship between psychological contract violation and employeeturnover tendency can not afford an intermediary role in the overall model.(5) Model of psychological contract violation forecast turnover intention and theoverall theoretical model has different degrees of cross-group effects in the level ofgrouping of psychological contract violation and different demographic variables.Finally, according to the main conclusions, we made recommendations forenterprise management and follow-up study.