Research On Relationship Between Psychological Contract And Enterprise Core Employee’s Turnover

With the development of market-economy, the competition of core employeesamong enterprises becomes more intense. The loss of core employees not only cause thecost damage but also reduce other employee’s work effciency and stability, and it willbring a lot of influence to the enterprise. So the study of the core employee’ loss hasimportant value and practical significance. When employees go into the enterprise, theenterprise will signed a written contract with them, at the same time, they also signed ainvisible psychological contract. The psychological contract is subjective understandingof each other’s obligation between the employees and the enterprises. Employee creatprofits in the enterprise and also contains a kind of expection to the enterprise. Theinfluence of psychological contract on core employees will certainly affect the coreemployee turnover intention. Therefore this research combine with the characters ofcore employees, then study the relationship between psychological contract and coreemployees turnover, and puts forward the control strategy of core staff loss.This paper studied the psychological contract’s two aspects-employeeresponsibility and organizational responsibility, then discussed the relationship betweencore staff psychological contract and turnover intention. Finally it built a relationalmodel of psychological contract and turnover intention. Employee psychologicalcontract contains organizational responsibility and employee responsibilities, and theyalso are divided into standard type responsibility dimension, interpersonal typeresponsibility dimension and developmental obligation dimension. Considering thedifference of the core staff’s personal attribute will affect the psychological contract andemployee turnover intention, so the study of the core staff individual attributes (gender,age, education etc.) as the control variable into the study. This research mainly adoptsthe investigation method of the questionnaire. This scale basises on the domestic andforeign relevant maturity, also revised this scale according to the characteristics of thecore staff and small sample test. The study sample were mainly from Zhengzhou,Jiaozuo, Luoyang, Guangzhou, Shenzhen and other places (N=354). This paper usedspss17.0analysis the statistical datas. The results showed that:(1) Psychological contract had significantly negative effects on the core employee turnover. Organization standard type responsibility, organizational interpersonal typeresponsibility and organizational development responsibility had significantly negativeeffects on core staff turnover intention. Employee specification type responsibility,employee relationship type responsibility and employee development typeresponsibility had negative effects on core employee turnover intention. The influencesof organizational responsibility on turnover intention were much stronger than theemployee responsibility.(2) Core staff psychological contract employee responsibility showed significantdifferences in gender, age, working life, the level and nature of work. Core employeeturnover intention showed significant differences in age, working life, position level.Core staff psychological contract and employee turnover intention had no significantdifference in education.(3) Psychological contract and employee turnover intention had a certain linearrelationship, and the proposed model that this paper put forwoard is effective.