Research Of Psychological Contract Influence Upon New Generation Of Knowledge-based Employees In SM Internet Enterprises On Turnover Intention

At present,the Internet industry is occupying an increasingly important position in the social and economic structure with unprecedented update speeds and development models.The rapid development of the Internet technology has made everything possible.As an intelligence-intensive and technology-intensive industry,the production factor of talents is its core competitiveness.With the new generation of knowledge-based employees entering the workplace,the brain drain in the Internet industry has been serious.The brain drain of the new generation of knowledge workers in the Internet industry has brought huge cost losses to the Internet industry.Psychological contract,as an implicit and objective contract between the organization and the employees,has a potential impact on the relationship between the organization and the employees,especially the employee's turnover tendency.This article takes the new generation of knowledge-based employees of SM Internet companies as the research object,from the perspective of psychological contract,explores the impact of psychological contract on turnover intentions,and introduces a clear role of intermediary variables.Based on the review of previous researches on psychological contract,role Clearance and turnover intention,this thesis first combines the characteristics of the research object in this paper,constructs a turnover model consistent with the research in this paper,and proposes corresponding research hypotheses.This paper designed a psychological contract,clear role,and turnover intention measurement scale for SM employees with high reliability and validity in this paper,and then adopted SPSS19.0 software performs statistical analysis on the questionnaire data,tests and validates theoretical models:(1)the knowledge workers of the new generation of SM enterprises have different psychological variables with clear roles and different perceptions of turnover intentions on different individual variables;(2)There is no significant effect between the transactional psychological contract and the turnover tendency;the relational psychological contract has a significant negative effect on the turnover tendency;and the developmental psychological contract has a significant negative effect on the turnover tendency.(3)Clear role has a negative impact on turnover intentions.The higher the employee's role clarity,the lower the turnover rate.It has a mediating role between psychological contract and turnover intention.Based on the high turnover status of SM companies,this article makes recommendations to SM company managers: improving the overall psychological contract of employees;playing a clear role of intermediary role to reduce the turnover tendency of employees of SM companies.Combining the current research,the limitations of the content and methods of this research and the direction of the follow-up research are proposed.The specific countermeasures are as follows: First,do a good job in the basic work of psychological contract,strictly control recruitment,pay attention to the psychological contract of the incoming employees,and thus lay the employees The foundation of psychological contract;The second is to strengthen the construction of transactional psychological contract,including formulating a competitive salary system and improving the fairness of the internal salary system of the enterprise,and further rationally improving the salary mechanism;The third is to maintain the relational psychological contract and create a harmonious feeling Environment,create a good working atmosphere,combine the personality characteristics of new-generation employees with work intensity to formulate reasonable work intensity,and also fully respect the individual needs of employees,give employees autonomy in work to improve employee efficiency;Fourth,pay attention to Developmental psychological contract,establishing classified training system,providing personalized training for employees,"tailoring" and "teaching according to their aptitude" when planning career development for employees,establishing promotion channels that are in line with the company's employees,and companies must constantly reflect and update To establish a learning organization to make the company's training system more practical,more efficient,and more relevant to the needs and development of the company;Fifth,to improve the clarity of the role of employees,managers must take effective measures to make employees clear the company's management system And job responsibilities,a good communication mechanism and trust mechanism must be established between the enterprise and employees;Sixth,strengthen enterprise management innovation,adjust the management model,recognize that the most important resource of the enterprise is "people",and be "people-oriented" in management Fully tap the personal abilities of employees,guide employees to exert their subjective initiative,and ultimately achieve a win-win situation;Seventh,strengthen corporate culture construction,enrich corporate cultural thought construction,and strengthen the seven aspects of organizational identity.Then,from strengthening the supervision system,establishing a "three-tier and two-layer" supervision mechanism,implementing the supervision system;establishing a contradiction mediation mechanism and strengthening the ability to solve problems;creating a clean atmosphere and building a harmonious enterprise Safeguard measures to build a healthy and harmonious enterprise and ensure the longevity of the enterprise.Paper from the perspective of psychological contract analysis of how to keep,keep,incentive and development of SM Internet enterprise talents,set up effective mechanism of management and employees to reduce the SM Internet companies have new idea countermeasures and Suggestions of the employee turnover rate,pay attention to the fairness of the compensation system,competitive and sustainable development,attaches great importance to the hierarchical classification training motivation,establishing the learning organization and strengthening enterprise management innovation has realistic meaning.