A Study On The Impact Of Psychological Contract Rupture On The Turnover Intention Of New Generation Employees

As a new force,enterprises of new generation employees have many previous generations do not have the group characteristics,and it is these groups,this let them in the process of work to get more recognition and affirmation,but on the other hand they other group characteristics and is seen as a negative.Strong sense of their personal and team cooperation consciousness is weak,high degrees of freedom of work characteristics and let them become a high turnover of enterprise groups.As higher education talents,new generation employees enter the enterprise through the cultivation of a particular system generally into the high management of the enterprise,at the same time their departure of greater loss compared with ordinary employees,were also more likely to cause the leakage of corporate secrets.So the new generation employees leave problem is becoming more and more attention by enterprises,this article attempts through the perspective of psychological contract breakdown analysis of Cenozoic employee turnover intention.In this paper,the research mainly divided into six parts: the first part is introduction,mainly the introduction introduces the structure of the article research methods;The second part is the literature review,defining the variables involved in the paper,and carding the research status at home and abroad now.The third part is the article research hypothesis and research model is put forward;Fourth part design and research to the research of this paper,mainly for preliminary research and analysis of the questionnaire,the reliability and validity of questionnaire scale,form the formal questionnaire;The fifth part is the main part of the article,mainly using SPSS21.0 and AMOS21.0 analyze the questionnaire data,and to validate the model.The sixth part is the article research conclusions and recommendations,and prospect.The article adopts the method of questionnaire and the empirical research,analysis,reliability and validity of first and then to modify the questionnaire.With the revised questionnaire distribution and recovery,the recovery of 232 valid samples using SPSS21.0 and AMOS21.0analysis and model validation,after studying the following conclusions:(1)gender,length of service and education on psychological contract broken impact on turnover intention there is no significant difference;A new era of different degree employee perception of type specification responsibility rupture.(2)the psychological contract of the whole fracture and its three dimensions are significantly negative affect organizational identification and positive influence on the turnover intention,organizational identification significantly negative affect employee turnover intention.Organizational identification in the whole and each dimension will contract broken relationship with turnover intention partial intermediary role.