Research On The Impact Of Psychological Contract Breach On Turnover Intention Of The New Generation Employees

With the arrival of the era of knowledge economy, the new generation of employees has gradually become the backbone of the development of enterprises.The competition among enterprises is the competition of talents, and the new generation employees with open field of vision and innovative consciousness play an increasingly important role in the job. Because of the age of material wealth and information explosion, They formed an personality which is independent, advocating freedom, lack of cooperation consciousness.After an employee has been employed for a few days, such events as employee psychological contract breach, demand can not be met, poor communication within the organization, and the lower turnover costs lead to the frequent turnover of new generation employees. At present, the high rate of employee turnover has become a major problem restricting the development of enterprises.In this study, first of all, the related research on the three variables of psychological contract breach, organizational commitment and turnover intention were reviewed.Psychological contract breach is divided into three dimensions, which are normative responsibility, interpersonal responsibility and development responsibility. Organizational commitment as mediating variable is divided into three dimensions: affective commitment,continuance commitment and normative commitment.This paper takes the new generation of employees as the research object, in order to explore the impact of different dimensions of psychological contract breach on the turnover intention of the new generation employees. Based on the relevant literature, this paper puts forward the hypothesis and constructs a theoretical model.Using data analysis software SPSS19.0 to analyze the data collected, and then verify the hypothesis. Through empirical analysis, this paper mainly draws the following conclusions:Firstly, psychological contract breach has a significant positive impact on the turnover intention of the new generation employees as well as the three factors dimension-structure(normative psychological contract breach, interpersonalpsychological contract breach and development psychological contract breach).Secondly, psychological contract breach has a negative effect on organizational commitment. And normative psychological contract breach, interpersonal psychological contract breach and development psychological contract breach have a negative effect on affective commitment, continuance commitment and normative commitment respectively.Thirdly, organizational commitment as well as the three factors dimension-structure(affective commitment, continuance commitment, normative commitment) has a negative impact on the turnover intention of the new generation employees.Finally, the new generation employees have different levels of organizational commitment to the company with the increase of their job involvement. The level of organizational commitment affects the intensity of the effect of psychological contract breach and turnover intention. Organizational commitment as well as the three factors dimension-structure are able to partially mediated the effect of psychological contract breach on turnover intention.The innovation of this paper is mainly embodied in the following two points:(1)Introducing organizational commitment as an intermediary variable, in order to explore the effect of psychological contract breach on the turnover intention of the new generation employees.(2)This paper devided the research path into three dimensions(normative psychological contract breach, interpersonalpsychological contract breach and development psychological contract breach), in order to study the effect of the three dimensions of the new generation employees on turnover intention. It is expected to provide theoretical basis for the enterprise to manage the new generation of employees and reduce their turnover rate.