The Empirical Research On Turnover Intention Of Post90’s Production Staff-Based On Psychological Contract Violation

As a super country of manufacture industry, manufacturing enterprises have made adecisive contribution to the national economy, and the production staff is basis of thesurvival and development of manufacturing enterprises. Nowadays, with a large number ofpost90’s employees have been entering the workplace and been the new power of theenterprise, their high turnover rate has caused widespread social concern. Because theturnover behavior is difficult to repair and the turnover intention is proved to be a goodpredictor, the purpose of this study is how to reduce the turnover intention of post90’sproduction staff. Since the concept of psychological contract was introduced tomanagement field in the1960s, a lot of study conclusions had indicated that there is asignificant positive correlation between psychological contract violation and turnoverintension. However, the previous research objects are mainly knowledge employees orforeign staff, this article pays attention to the post90’s production staff and is based on thetheory of psychological contract violation, introduces job satisfaction as mediator, andfocuses on the impact of psychological contract violation to the turnover intension of post90’s production staff and the mediating role of job satisfaction.In this study, we proposed the model and hypotheses of the research based on areview of relevant theory, prepared the questionnaires with the reference of thecharacteristics of post90’s production staff, issued the questionnaires via internet andfactories, and used SPSS19.0to analyze the data, we got the following conclusions:1,The turnover intention of post90’s production staff is at a high level.2,After the study on post90’s production staff,we has proved that psychologicalcontract violation significantly negatively correlated with job satisfaction and significantlypositively correlated with turnover intention, and the tradition-type contract has thegreatest impact on the turnover intention. 3,Job satisfaction is partial mediator between psychological contract violation andturnover intention.4, The individual differences of post90’s production staff do not significantly affectthe variables.5, The reliability and validity of the scales in the study are acceptable, so they couldbe used to guide the enterprises to carry out the related research.The conclusions not only enrich the related theory, but also provide some advises tothe human resource managers and field managers about how to manage the post90’sproduction staff. So the study has a certain practical significance.