Research On Relationship Between Perceived Organizational Support, Psychological Contract And Turnover Intention

The increasing development of information technology contributed to developed job information but at the same time increased the convenience of employee’turnover, and nowadays employee turnover has become a widespread social phenomenon. Reasonable flow of talents is the norm of social competition and corporate renewal. However, high employee turnover rate of the community and corporation have a negative impact.In19industries in2009, according to the "2010China Best HRM Companies Survey Report","post-80" employees’turnover rate reached24.3%on average, which is much higher than rate (15.9%) of average staff of19industries in2009in China. And according to the "2012White Paper on China’s salary Survey", China’s post-80employees’turnover rate is still high, more than30%, and5%higher than the average level. That Employees change jobs frequently inevitably brings more operation costs. This is only tangible costs. Compared to tangible costs, intangible costs are incalculable. Loss of talent and becoming competitive business elite, which may cause the trade secrets leakage, these losses cannot be estimated. Therefore, how to reduce employee turnover rate, especially after80employees, has become a major problem to enterprise managers.Based on the concepts and theories of the employees’ Perceived Organization Support, Psychological Contract and Turnover Intention, as well as the research actuality reviewed, this thesis revises research scales and adopts the revised scales to investigate183post-80employees. Then, Pearson correlation analysis and linear regression analysis are used to analysis the relationship among the Perceived Organization Support, Psychological Contract and Turnover Intention. The one main conclusion of this research is the Perceived Organizational Support and Psychological Contract has remarkable negative correlation with Turnover Intention. Another main conclusion is Psychological Contract has mediating effect between Perceived organizational Support and Turnover Intention. Finally, according to the result of this research, the writer gives some advice to reduce the employees’ Turnover Intention.