The Research On Turnover Intention Of Post-90s Construction Enterprise Employees Based On Psychological Contract

In recent years, the enterprise campus recruitment for the frequent turnover of the recent grads is more serious, especially in the "post-90s". Frequent flow of personnel, whether for business or staff itself, has great influence. Thus decrease the turnover rate of new recruiting employees, is the enterprise human resources development must overcome the difficulties in the process. Leaving reason is different from person to person, Based on the perspective of psychological contract, this paper has carried on the analysis discussion from two aspects of corporate responsibility and responsibility of employees, to a large state-owned construction enterprises "post-90s" staff, mainly discusses the psychological contract perception differences of different demographic variables, the different psychological contract difference on its turnover intention. And the final purpose of the analysis of the psychological characteristics of "post-90s" staff, is to look for reducing staff turnover intention, reducing the turnover rate.Psychological contract is a kind of expectation, it can’t exist alone, but exists between enterprise and employee. Therefore, this article first to the existing literature review, and through the interview method, questionnaire survey and data analysis methods, such as on a certain construction enterprises in recent years, the recruitment of "post-90s" staff overall investigation and study, and using the data processing software of SPSS for data collection and data analysis of the questionnaire. Research shows that different gender, marital status, and different work time, different degree of "post-90s" staff there are differences for the perception of the psychological contract, say summed up as follows:According to the results of the questionnaire data analysis, the construction enterprises "post-90s" staff in the analysis of psychological contract and turnover intention in the upper level. Different gender, marital status, work time, different education level, "post-90s" staff has differences in the psychological contract perception: In the gender variable, psychological contract reached significant level is only a perception on the dimension of enterprise relational responsibility; Type variable in the marriage, the specification and developmental responsibility two dimensions achieves a significant level; Variables during work time, "post-90s" staff there is a big difference of perception of psychological contract; In education level, there are quite different. At the same time, the construction enterprises "post-90s" employees’psychological contract and turnover intention exists certain relevance.Finally, the paper has carried on the statistical analysis, the result of the survey on this basis, the management Suggestions are put forward for the construction enterprises, and for this kind of psychological contract research and development were discussed.