The Effect Of Psychological Contract On Turnover Intention Of Post-90s Knowledge Workers

Since 2012,the post-90 s with college or higher education have stepped into the workplace gradually.Most of them are engaged in management,technology research and development,marketing and other mental work in enterprises,and are called knowledge workers.As a new generation growing up in the Internet era,the post-90 s generation has the advantages of self-confidence,independence,strong comprehensive ability and creativity.At the same time,the post-90 s generation also has the shortcomings of poor anti-pressure ability,rebellion and escaping from reality.The post-90 s generation attaches great importance to fairness and believes that work is based on material and emotional reciprocal contracts,but once such contracts are broken or violated,employees' enthusiasm for work will be reduced,and even destructive behavior will occur.According to the research,the post-90 s employees have a higher turnover rate.On the one hand,the high turnover rate will undoubtedly increase the cost of employment.It takes six months to recruit new employees,train them and get them really familiar with the job.On the other hand,the high turnover rate will have a negative impact on the serious image of internal employees and external job seekers,and even damage the public image of enterprises.How to reduce the turnover rate and retain talents has always been a key concern and urgent problem for enterprises.Because the occurrence of turnover behavior is a short-term behavior,which can not be measured directly,and when the turnover behavior occurs,the negative impact has been irreversible.Therefore,this paper will take turnover intention as a dependent variable to explore ways to reduce the turnover rate of post-90 s employees.Previous studies have shown that psychological contract has a significant negative impact on turnover intention.Therefore,in addition to exploring its impact on turnover intention from the perspective of psychological contract,in order to further analyze the impact mechanism,we will introduce job burnout as an intermediary variable to study the relationship between variables and explore the impact mechanism of psychological contract on turnover intention.Firstly,this paper reviews and combs the evolution of psychological contract,job burnout and turnover intention of scholars at home and abroad by literature analysis,and chooses widely accepted definitions.Based on the analysis of the literature on the relationship between variables,social exchange theory and equity theory are selected as the theoretical basis of this study,and the theoretical model of this study is constructed accordingly.Secondly,a scale suitable for domestic situations,with good reliability and validity,and widely used is selected for pre-survey,and the questionnaire is revised according to the results of the survey.Then,data are collected through questionnaire survey.The data were analyzed by descriptive statistics,reliability and validity test,correlation analysis,regression analysis and mediation effect test.The results of this study show that:(1)the post-90 s knowledge workers' psychological contract has a significant negative impact on turnover intention,and the transactional dimension,developmental dimension and relationship dimension all have a significant negative impact on turnover intention;(2)the post-90 s knowledge workers' psychological contract has a significant negative impact on job burnout,in which the transactional dimension has a significant negative impact on emotional exhaustion,but not on cynicism.There was no significant effect on cynicism and low sense of achievement;developmental dimension had significant negative effects on emotional exhaustion,cynicism and low sense of achievement;relational dimension had no significant effect on emotional exhaustion,but had significant negative effects on cynicism and low sense of achievement;psychological contract had significant negative effects on emotional exhaustion,cynicism and low sense of achievement.(3)Job burnout of post-90 s knowledge workers has a significant positive impact on turnover intention.Emotional exhaustion,cynicism and low sense of achievement all have a significant positive impact on turnover intention;(4)Job burnout of post-90 s knowledge workers plays a part of intermediary role in the impact of psychological contract on turnover intention.Finally,according to the research results,this paper puts forward the following suggestions:(1)Perfecting the construction of organizational human resources system:(1)Perfecting enterprise recruitment system,fully communicating with candidates,perfecting salary and welfare system and improving staff promotion mechanism;(2)Constructing "enterprise-staff" alliance: helping employees set goals;targeted training;creating opportunities for employees(alliance);(3)Strengthening Enterprises Cultural construction: give full play to the role of leader as an example,strengthen the care of employees and combine work with leisure.