Based On The Perspective Of Psychological Contract Of The Enterprise Knowledge Staff Turnover Management Research

Knowledge workers as the backbone of human resources which plays a vital rolein the enterprise core competitive ability. Knowledge workers, however, because of itsown characteristics, has the stronger desire to flow, lower enterprise loyalty. Currently,this is the serious and realistic problem enterprise facing which need to be solvedurgently. Psychological contract as supplement of objective contract, is the currentresearch in the field of human resources management in emerging topics, from thepsychological aspects to knowledge workers and corporate responsibilities andobligations between the subjective conventions, and has great relative with theknowledge staff’s turnover intention.The random survey of150knowledge workers from all over the country carry onthe empirical research, from the perspective of the responsibility of the organizationto employees and responsibility of employees to the organization. By comparing theaverage found that employee responsibility first six factors’ mean generally greaterthan the responsibility factors. It means that knowledge workers think staffresponsibility is more important; According to the structure validity analysisconfirmed that psychological contract three dimensional hypothesis, but specificcontents of three dimensions compared with predecessors’ is differences；Throughcorrelation analysis found that the above analysis of these factors are negativelyrelated to the turnover intention, and shows that when these factors of thepsychological contract are not paid attention to, turnover tendency will be moreserious; Through multiple regression analysis, a reasonable payment, working in acompany for a long time, providing the feast hair welfare, providing thecorresponding treatment and good working conditions these five factors on thestrongest predictive of turnover intention.On the analysis of the psychological contract factors that affects the turnover, wefrom the basic safeguard, development motivation and relationship maintenance thesethree angles to take corresponding measures. Provide effective compensation to attractstaff, provide good working conditions; Provide sufficient training opportunity tolearn, tie the future of the knowledge staff and the company together closely, broadenthe channels for employee participation; Concerned about the staff’s work and life;Create a good working atmosphere and respect the rights and obligations ofemployees and other measures to alleviate the turnover intention of knowledge workers. So this study can provide theoretical basis for effective control of the loss ofknowledge workers, and hope have certain reference value for the future relatedstudies in theory, and provide ideas for the enterprises which face problems ofknowledge employee turnover.