Research On Relationship Of Knowledge Workers Psychological Contract And Turnover Intention

Psychological contract and turnover intention is a hot research in field of organizational behavior and human resource management in recent years. Today,knowledge workers play a significant role in contemporary society and their also become the core strengths of enterprise. While with the fierce marker competition,the seriously phenomenon of brain drain have strongly effect on development of enterprises. Therefore,it is prominent issue for human resource management to effectively reduce the turnover rate.The unique characteristics of knowledge workers decide that must be from perspective of psychological contract to analysis and take efficiently measures to solve the problem.This article is based on reading and analyzing many elated literature at home and abroad, the author research the relationship between psychological contract of knowledge workers and turnover intention through propose hypothesis and build conceptual models.Meanwhile, taking the knowledge workers in Xi’an as the research object, and researched by questionnaires to do empirical analysis, which draw major conclusions as following:First, Knowledge workers organizational responsibilities of psychological contract are strongly negative related to turnover intention.Then analysis the relationship of the development opportunities and turnover intention,the material incentives and turnover intention,the environmental support and turnover intention by the way of correlating and regressing.Drawing conclusions that organizational responsibility’s there dimensions are strongly negative related to turnover intention.Second, Knowledge workers works responsibilities of psychological contract are strongly negative related to turnover intention.Then analysis the relationship of the norms following and turnover intention,the organizational identity and turnover intention, the entrepreneurial orientation and turnover intention by the way of correlating and regressing.Drawing the conclusions that the workers responsibility’s organizational identity and entrepreneurial orientation dimensions are strongly negative related to turnover intention,but norms following dimension isn’t strongly negative related to it.Third, the individual characteristics of knowledge workers have a partial significant and different influences on psychological contract’ organizational responsibilities and work responsibilities and turnover intention. Sex has a significant and different influences on the norms following and the entrepreneurial orientation.Marital status have a significant anddifferent influences on the material incentive,the environmental support,the organizational identity and the turnover intention.Age has a significant and different influences on the entrepreneurial orientation.Educational attainments have a significant and different influences on all dimensions of organizational responsibilities and workers responsibilities and the turnover intention.Years of working has a significant and different influences on the environment supports,the norms following,the organizational identification and the entrepreneurial orientation dimensions.The work nature has a significant and different influences on the development opportunities,the environmental support,the organizational identity and the turnover intention.The company property has a significant and different influences on the development opportunities dimension.