A Study Of New Generation Of Employees' Turnover Intention In IT Enterprises Based On Psychological Contract Theory

With the rapid development of economy and technology,China has entered the era of knowledge economy.Increasing number of significant information technologies have been applied in our daily life,and this enables the rapid development of IT industry,which occupies an extremely important position in entire economic structure.Human recourse plays a significant role in IT industry,as an intelligence-intensive industry with a fast growth.But the loss of personnel is also an influential problem in this field.The resignation rate remains high as constant flow of new employees entering into the workplace.On the one hand,the new generation of employees has a superb grasp of sophisticated knowledge and skills.On the other,their distinctive personalities also bring great challenges to the management of enterprises.Obviously,the psychological contract of new generation is totally different from the older ones.Correspondingly,the past style of staff managing is also not so suitable for the new generation.Hence,how to create effective prevention and management of new generation,reducing their turnover rate,has become a crucial issue,which is also the concern of most IT companies.In this study,the new generation of IT employees is under investigation.Based on relevant theories and current situation of new employees,research assumptions are put forward.Job satisfaction is then introduced as mediator variable to explore to what extend can psychological contract have an influence on turnover intention.In accordance with research hypotheses and previous researches,the corresponding questionnaire is then designed.SPSS is utilized to collect the basic data for statistical analysis to verify the hypothesis.The result shows that the psychological contract has a significant negative correlation with the turnover intention,and the psychological contract has a predictive effect on the turnover intention.Meanwhile,the transaction dimension and development dimension of psychological contract negatively affect the turnover intention,while the relationship dimension has no significant effect on the turnover intention.What is more,the psychological contract is positively correlated with job satisfaction,and psychological contract has a predictive effect on job satisfaction.In addition,the relationship dimension and development dimension of psychological contract can positively affect job satisfaction,while transaction dimension has no significant effect on job satisfaction.Job satisfaction was negatively correlated with turnover intention significantly,the higher the job satisfaction,the lower the turnover intention.To some degree,job satisfaction is a mediator variable between psychological contract and turnover intention.Finally,in accordance with the result,corresponding countermeasures and suggestions are provided for the management of the new generation of employees in IT enterprises.