Research On Influence Mechanism Of Turnover Intention Of The New Generation Staff In Psychological Contract Perspective

The new generation employees have participated in the work and gradually become thebackbone of enterprises, who plays a vital role in the development of the enterprise. Era dueto various factors, such as age, family background and influence of the social environment,employee personality traits makes them different than ever before. They are independent,quiet, personality characteristics led to new generation employees ’ turnover rate has beenhigh. New generation of employees and enterprises is a prosperity, a loss for both sides of therelationship. Therefore, more and more organizations focus on how to reduce employeeturnover rate in the Cenozoic, a growing number of scholars to study the construction of anew generation of staff’s psychological contract and management. Select an employee’spsychological contract in the Cenozoic as independent variables in this article, job satisfactionand organizational commitment as a mediator, and study the effects on turnover of the three,and Cenozoic staff turnover under the influence of background variables vary.First, this paper will refer to many scholars on the basis of research papers onexploratory research on psychological contract dimension, so that we can target differentmental States are more detailed and specific and systematic studies of its impact on turnover.Second, through psychometric testing adjusting psychological contracts, job satisfaction,organizational commitment and turnover intention factor and factor analysis to determine thevariables. Results show several variables of validity by testing the value required. Anddetermine the psychological contract and positive correlation between job satisfaction andorganizational commitment, and departure intention among negative correlation. Positivecorrelation between job satisfaction and organizational commitment, and the negativecorrelation between the turnover. Negative correlation between organizational commitmentand turnover intention. Cenozoic employees by sex, age, marital status, hours of work,qualifications, salaries and other personal background variables are not significantlycorrelated with a turnover.Finally, use the PLS model test of relations between latent variables, the results showed that: the psychological contract, job satisfaction, organizational commitment and turnoverintention is negative correlation, organizational commitment is more particularly noticeable.Job satisfaction enhances organizational commitment forces, psychological contract-jobsatisfaction of this framework-organizational commitment on the turnover effect mostpronounced.