Study On The Relationships Between Human Resource Management System Strength And Turnover Intention In State-owned Commercial Banks

This paper takes the brain drain problem of state-owned commercial banks as the research topic,and takes the employees of state-owned commercial banks as the research object,and studies the relationship between human resource management system strength,psychological contract and turnover intention,aiming to explore the influence of human resource management system strength and the psychological contract on the turnover intention of the state-owned commercial bank employees and the mediating role of psychological contract between human resource management system strength and the turnover intention of the employees in the state-owned commercial banks.Based on the research,the countermeasures to solve the problem of brain drain are put forward.This paper is divided into five parts,trying to conduct a comprehensive analysis of the phenomenon of brain drain of state-owned commercial banks,and through the discovery of existing problems to find solutions.The first part studies the basic theory of state-owned commercial banks and the theoretical and practical significance of the brain drain problem,elaborates the research methods,and explains the relevant innovations.The second part lists the related theories and theories on brain drain in human resources management and serves as the theoretical basis for empirical analysis in this paper.The third part introduces the research hypotheses and model setting.The fourth part is the empirical research part.The fifth part puts forward the solutions to the problems according to the results of empirical analysis.The empirical results in this paper demonstrated that the three dimensions of human resource management system strength(distinctiveness,consistency,and consensus)are all negatively related to turnover intention.These negative relationships were mediated by the transactional and developmental dimensions of psychological contract.Thus,this paper indicates the importance of human resource management system strength and psychological contract on the employee turnover intention.