Psychological Contract And Work To Embed Impact On Employee Turnover

In this era of rapidly changing markets, business competition is fierce, voluntaryturnover rate of employees rising talent costs to the enterprise, such as hiring costs,training costs, etc., but also reduces the stability of the enterprise. Former employeeswill go through a series of steps (the idea of leaving, looking for job opportunities, jobopportunities, etc. comparative assessment), the actual turnover behavior is just thelast step.Psychological contract is a special form of contract between the employee and theexistence of the business, it is different from the economy contracts and laborcontracts, is an invisible, implicit, not documented expectations of a stealth contract,there Invisible affect employees’ job satisfaction, job performance and turnoverintention. Embed work is like a net, the staff embedded into networks by whichfriends, groups, society and the environment consisting of a certain degree ofinfluence the behavior of employees choices and decisions.This study focuses on the idea of leaving the process of resignation and terminationdecisions, trying to work with the psychological contract and the embeddedpsychological contract theory to explore the breach between employees and thecompany, employees and the degree of embedding and social organization whereemployee turnover generated on the idea of and ultimately leave the decision-makinginfluence. When the psychological contract breach subjective aspects, will have toleave the idea, but does not necessarily have to leave behavior, which is embedded inthe work of its cushioning effect as the objective factors leaving behavior.Through the collation and review of the literature, designed to investigate thepsychological contract employees working conditions and circumstances related to theembedded scale measurement studies conducted, and then with SPSS statisticalsoftware for survey data were analyzed, the final conclusion. Studies have shown that:(1) demographic variables gender, education and marital status of the psychologicalcontract employees work and leave the idea of embedding, turnover intention nosignificant difference, but the demographic variables of age, nature and which sectorsof business psychological contract employees working embedding and leave the ideaof part dimensions age and qualifications of employees psychological contract, jobembeddedness and turnover tend to have significant differences;(2) PsychologicalContract dimensions and employees leaving the idea of a significant negative correlation; each dimension (3) Psychological Contract employees and turnoverintention no significant correlation between psychological contract violation after onlysay, employees will have to leave the idea, this time related to the work of embeddingdimension employees generated turnover intention influence, leaving the finalimpression of whether an employee acts;(4) work to embed and turnover intentionwas significantly negatively correlated, and the performance of his thoughts afterleaving a buffer role in generating turnover intention.