Research On Turnover Control Of The New Employee Of Graduates Based On Psychological Contract Perspective

In recent years with the development of higher education and the increase of college graduates, the employment situation is still stern. So colleges select the strategy "start a job, then choose a job". Under the guideline, One the one hand, the employment rate of college graduates has steadily increased and sphere of employment has continuously expanded. On the other hand, a considerable part of university graduates left in just a few months. High turnover rate has a negative impact on both the enterprise and individual. Most enterprises only use the most basic way to constrain employees, such as regulations and roles. But with the overall improvement of Chinese education, the traditional human resource management may fail. So companies should make a written contract work, and take expectation which was not written into account. It is also influence employee’s work attitudes and behavior.This study aims to explore the relationship of the employees’ psychological contract, job satisfaction, and turnover intention from the perspective of the new employees. At first, learning from domestic and foreign research results related. Considering the personal attributes such as gender, age will produce a certain impact on the psychological contract, job satisfaction, and turnover intention, this study will regard the personal attributes as a control variable into the scope of the study. This study establishes a model which includes the psychological contract, job satisfaction, turnover intention and personal attributes. Then use 202 data got in questionnaire investigation in enterprises to examine this model. Then the study confirmed the basic conclusion of the five core assumptions, including letters validity test, descriptive statistics, independent samples T-test, ANOVA, factor analysis, correlation and regression analysis.The findings of this research as follows:Organizational responsibilities of new staff employees have a remarkable ability to forecast employees’ responsibility. Psychological contract has the plus relevant to job satisfaction. Psychological contract and job satisfaction have a remarkable ability to forecast turnover intention. Job satisfaction plays an intermediary role between Psychological contract and turnover intention. Finally, this study establishes a turnover control model of the new employees. From the perspective of psychological contract, this study proposed some management suggestions to raise employee job satisfaction and reduce turnover intention.