Study On The Relationship Among Psychological Contract, Job Burnout And Turnover Intention Of New University-graduate Staffs

New university-graduate staffs are not only the employment of labor resourceswith high quality, but also an important force to impove the enterprise’s innovationand competitiveness. With the development of economic globalization, newuniversity graduate with its unique competitive advantage, becoming the main forceof the staff. If companies retain these employees, it can reduce the cost of the braindrain caused and improve corporate productivity. However, statistics show that alarge number of investigations in recent years, the high turnover rate of new jobscollege students not only to bring greater distress, but also hindered the careerdevelopment of staff. This paper trying to find the factors affect employment from theemployee psychological contract and job burnout. Thereby provid a referencetheoretical solution to the problem in order to reduce the turnover rate of newuniversity-graduate staffs.In theory, There are a lot of the study on the relationship among thepsychological contract, job burnout and turnover intention, but put the three into aresearch model studies are few and far. Moreover, empirical studies still no newuniversity-graduate staffs this particular study, to the relationship between the threeunfolded. Therefore, in order to reduce the high turnover rate of newuniversity-graduate, this article from the perspective of psychological contract staff,discusses the relationship between the psychological contract of new university-graduate as a whole and its overall dimensions; job burnout among turnover intentionand its dimensions. For new university-graduate characteristics to make some corresponding countermeasures and suggestions, reduce the turnover rate and providea reference to the company. This study mainly from the following aspects to discuss:Firstly, in the previous literature review and on the basis of summing up, thispaper combing the psychological contract, job burnout and turnover intention’scontent structure and research progress of work. In addition, the relationship betweenburnout and psychological contract and research status of the intermediary role ofturnover intention, this study has been elaborated on the basis of proposed4mainassumptions and9sub-hypothesis and formed the theoretical research framework.Secondly, through a questionnaire survey to new university-graduate staffs, thereare total of300questionnaires were distributed, which effectively asked240copies.Using SPSS19.0statistical software for data analysis，the means include reliabilityanalysis, corrclation analysis and regression analysis. In the last, about13were testedin this article assume that all hypotheses are adopted. The results showed that:psychological contract and its overall dimensions of the new university-graduate hasa negative effect on turnover intention; psychological contract and its overalldimensions of the new university-graduate has a negative effect on job burnout; newjob burnout of new university-graduate have a positive effect on turnover intention;the new university-graduate staff’s job burnout has a significant intermediary rolebetween psychological contract and turnover intention.Finally, this paper discusses the findings emphasize the conclusions of this study,pointed out the limitations of the study and the prospects for future researchdirections.