Study Of New Generation Workers’ Turnover Intention In Manufacturing Enterprises Based On Psychological Contract Theory

With the deepening of the reform and opening up,China’s manufacturing industry has been developing rapidly.The large numbers of workers who born after1980and1990into manufacturing industry also have changed China’s labor market structure,they more and more occupy the main body,one side,their a higher technology and abilities are very important for manufacturing industry’s structure updating,the other side,this new generation is very individualistic, management of this group is very challenging.Psychological contract is a research area that attracts more scholars both at home and abroad in recent years,studies found that there is a kind of informal,implicit,not openly expectations and understanding between enterprises and employees,in addition to the content of the formal economy to contract, they form the content of psychological contract. More and more managers realized that psychological contract plays an important role on employee attitudes and behavior.Based on analysis of domestic and foreign scholars’ recent years’research on employees’ psychological contract and turnover intention as well as the current situation of this new generation workers,this article chooses manufacturing enterprises new generation workers in southern Jiangsu area as the questionnaire survey research object, firstly research their psychological contract structure by Exploratory Factor Analysis, and then study the relation between psychological contract and turnover intention as well as organizational commitments’ intermediary role by Structural Equation Model methods, research conclusions are as follows:(1)Manufacture’s new generation workers’ psychological contract is a three-d imensional structure,including the security contract,developing contract,emotional contract.(2)The new generation workers’ psychological contract violation has a significant positive effect on turnover intention.(3)Organizational commitment plays an intermediary role on psychological contract’s violation influence on turnover intention,and Continued commitment plays an complete intermediary role between the relation of security psychological contract and turnover intention;emotion commitment plays an complete intermediary role between the relation of developing psychological contract and turnover intention.(4)Three dimensions violation of psychological contract have a different degree influence on turnover intention,security contract’s influence path is the largest,the second is emotional contract t,and the last is developing contract.