Research On Turnover Intention Of The Post 90’s Knowledge Workers Based On Psychological Contract

In the era of knowledge economy, the core object of enterprise human resources management is the knowledge workers. As a new group of knowledge workers, the post 90’s knowledge Workers is gradually growing into a new force which is affecting the future development of the organization since they stepped into the society and workplace. However, their own characteristics and the times features lead to more frequent group turnover behavior and higher turnover rate. The high turnover rate of the post 90’s knowledge Workers has become an urgent problem to be solved in the practice of enterprise management, and the study about the post 90’s knowledge Workers high turnover rate becomes important and urgent. As a supplement of the objective contract, the psychological contract potentially impact on the relationship between enterprises and employees, especially have a significant impact on the employee turnover intention.This article chooses the post 90’s knowledge Workers as the research object, to study the turnover Intention of the Post 90’s knowledge Workers from perspective of psychological contract. The article firstly constructs the post 90’s knowledge Workers turnover model and puts forward relevant theoretical hypotheses, which are based on the predecessors’ theory of psychological contract and turnover intention. On the basis of our predecessors’ relevant scales, The author designs the psychological contract and turnover intention scales with high reliability and validity. Through the mathematical statistics analysis by SPSS19.0, The author tests and verifies the theoretical model and assumptions. The main conclusions of the study as follows: Firstly, the psychological contract scale and turnover intention scale have good reliability and validity; Secondly, the post 90’s knowledge Workers have differences in the perception of psychological contract with the different individual variables; Lastly, the transaction, relation and development dimensions of the post 90’s knowledge Workers’ psychological contract have significant negative correlation with turnover intention.At the end of this paper, according to the theoretical and empirical research conclusion, from the perspective of psychological contract theory, The author puts forward a series of management countermeasures and suggestions for the post 90’s knowledge Workers turnover problems, and analyzes the limitations of the present research on the contents and methods, as well as the direction for further research based on the reality of current.