Effect Of "Post90s" Employees’ Psychological Contract On Turnover Intention

In recent years, with a rapidly growing economy, the demand for high quality talent of the enterprise isalso growing. In recent years, the campus recruitment of the major companies shows that they attach greatimportance to the talent reserve strategy. However, in recent years, due to the change of the youth in theconcept of employment, especially when post-70s and post-80s employees have become the backbone ofsocial development, turnover is a common phenomenon. The post90s to-be-workers or the ones who hasalready set foot on the workplace, their distinctive personality will bring more challenges to enterprisemanagement.In recent years, the psychological contract research draws great attention of the domestic and foreignscholars. The study found that, in addition to the formal economic contract contents, there are still implicit,informal, unpublished mutual expectations and understanding between employees and enterprises, and theexpectations and understandings constitute the contents of psychological contract. More and moremanagers recognize the psychological contract plays an important role in employees’ attitudes andbehavior.This thesis summarized the research of scholars at home and abroad in recent years on thepsychological contract and turnover intention. The subjects are the post90s who has just set foot on theirwork in Xuji Group Corporation. Then goes the research questionnaire and statistic analyzing by soft,which helps getting the following conclusions:(1) In general, each psychological contract dimension and the turnover intention of the post90s staffare at the middle level.(2) Of the post-90s, different multivariate statistical group has different perceived differences.Post-90s employees have little differences in the dimensions of the psychological contract, reached asignificant level only in the perception of the dimension of the enterprise relational responsibility, and islower in women than in men. On the canonical form responsibility and developing responsibility, it reaches a significant level ofdifferent marital status of post-90s employees in perception of the psychological contract, and nosignificant differences in other dimensions. Overall, single employees perceive the lowest.There is a significant difference between the post-90s staff with different length of service. Inparticular, the differences in the various dimensions of corporate responsibility have reached a verysignificant level.There is a significant difference in psychological contract with different levels of education.(3) Most dimensions of post-90s staff psychological contract have an obvious negative correlationwith turnover intention. There is a significant negative correlation specification type responsibilities of staffresponsibility were not significantly correlated with turnover intention.