Research On The Employee Of High-tech Enterprise Turnover Based On Psychological Contract

Science and technology are a powerful driving force and a solid foundation for economic development. Especially in the era of knowledge economy, high-tech industries are increasingly becoming the driving force to promote technological progress and economic growth in the core.However, while the rapid development of high-tech industries,such as employee turnover, rising business costs and other issues become increasingly prominent,.According to the future worries release of <pay and turnover report>,the high tech enterprise employee turnover rate is higher than the society for many years the industry average employee turnover rate. Frequent staff turnover On the one hand, it is not conducive to the development of their own career; on the other hand, it has increased the human cost of the enterprise, which has seriously disturbed the normal operation of the enterprise.So how to keep the new generation of employees,reduce the turnover rate has become an urgent problem of enterprise managers to solve.In view of the new generation employees high turnover rate, there are many scholars on the departure of factors are analyzed, and the employee turnover management measures of different research perspectives on new generation did a series of research, including growing were introduced and the application perspective of psychological contract in the field of human resource management.Psychological contract is a kind of exists between enterprise and the organization did not public explanation of mutual responsibility and obligation of cognition, is a kind of implicit contracts. Psychological contract as a mental bond between enterprises and employees, the new generation of employees leaving management has certain reference significance.In this paper, the research work mainly includes the following contents:1)Summarizes the research status of the psychological contract and the employee turnover, and carried out a literature review;2)Studied the characteristics of the high-tech employees, leaving status, as well as factors leaving impact on corporate turnover and other issues were studied and analyzed;3)Through the Shanghai Zhangjiang High-Tech and Zizhu Science Park 10high-tech enterprises employees survey, using SPSS17.0 statistical software to obtain the contents of the high-tech enterprise employees’ psychological contract, and the high-tech research staff psychological contract, organizational support and a sense of the relationship between the three psychological contract;4)Starting from the theory of psychological contract violation, and puts forward the model of the relationship between psychological contract and turnover;5)Based on psychological contract, proposed the new generation of high-tech enterprise employee turnover control model,combine qualitative and quantitative analysis, put forward how to retain high tech enterprise basic ideas of the new generation employees ——the whole process of management based on psychological contract.On the basis of the previous chapters of the research, this paper puts forward the corresponding management suggestions from four aspects: the establishment of psychological contract, the revision period, the maintenance period and the breach of contract.In the establishment of the psychological contract, the enterprise should be strict to the recruitment, release the true position information and conduct a series of recruitment evaluation;in the revision of the psychological contract, the enterprise should make use of the probation period and the establishment of the teaching system;In the maintenance of the psychological contract, the enterprise should provide a series of training and development space;In violation of the psychological contract, companies should be prepared to explain the work of the psychological contract violation and exit interviews work.So as to provide reference for business managers to better meet employees’ psychological contract content, prevent employee turnover.