Research On The Relationship Between Psychological Contract And Turnover Intention Of University Teachers

College teachers, as a recognized highly-professional density, facing high-standard demands of scientific research; the pressure of title evaluation; inequality of pay and reward, are very easily to have low degree of psychological contract fulfillment and job satisfaction, evenly to be prompted to generate turnover intention and eventually lead to turnover behavior. The increase of the turnover behavior not only has negative effect on the other members’ enthusiasm and the organizational climate, but also reduces the cohesion and competitiveness of the organization, which is also affecting the development of the college strategy and students’ quality. Psychological contract, as a contract relationship implicit and independent from the traditional economic relationship, the degree of its performance has an important influence on job satisfaction and turnover intention.Job satisfaction as a predictor of employee’s behavior and organizational performance also has an important influence on turnover intention, the rise of which will affect the enthusiasm of teachers, and improve the job performance, the reduce will lead to the employment slack and even leave the tendency. So, at the present stage, what extent of the psychological contract, job satisfaction and turnover intention of university teachers achieve?what is the relationship between the three variables?And how to reduce the turnover intention of university teachers through psychological contract and job satisfaction are the main content of this paper.After combing the relevant literature at home and abroad, the concept of the variables in the research is defined firstly, and then the hypothesis and the research model are put forward. Finally, through handing out questionnaire to the full-time colleges and universities teachers of Anhui province, the samples are collected. With the use of spss22.0 to draw conclusion from conducting the correlation analysis, regression analysis and mediating effect test, this thesis discusses how to reduce the turnover intention of University teachers according to the conclusion.The research shows that the degree of psychological contract and job satisfaction of university teachers are in the medium level, and the turnover intention is lower than moderate. The degree of psychological contract and job satisfaction of university teachers is significantly different in terms of gender, age, education, job title and so on, and university Teachers’ turnover intention has significant differences in the academic qualifications; job title and other variables.Transaction dimension and relational dimension of school responsibility and transaction dimension and relational dimension of teachers can be used as predictive variable of job satisfaction. Psychological contract is positively affecting job satisfaction. Dimensions of school responsibility and the relational and development dimension of teacher responsibility can be used as predictive variable of turnover intention. Psychological contract has negative influence on turnover intention. Compensation benefits, leadership management, job itself, interpersonal relationship can be used as effective predictor of College Teachers’ turnover intention. Job satisfaction has negative influence on turnover intention. The reward and welfare satisfaction, job satisfaction, interpersonal satisfaction, leadership management satisfaction have partial intermediary role between the psychological contract and College Teachers’ turnover intention.