Research On The Influence Of Employee’s Psychological Contract Violation On Turnover Intention Of Q Group Employees

With the high-speed development of economy and society,the ecological environment of the workplace has quietly changed.More and more new era employees become the main force of the workplace.In this context,the demands of employees show diversity,and the fact that there are some unspoken but factual agreements and expectations between employees and organizations is becoming increasingly clear.Therefore,employees perceive that there are more and more violations of psychological contracts,which leads to the flow of high-quality talents.Some studies can show that psychological contract breach can lead to negative attitudes or behaviors,even turnover intention and even turnover behavior.At present,there are relatively few studies on the impact of psychological contract breach on turnover intention,which can be further studied.Taking employee maturity as the starting point,this research discusses the impact of psychological contract violation on turnover intention,and puts forward management suggestions,so as to provide new ideas and reference for the organization to take corresponding measures to reduce the violation of employee psychological contract,so as to improve employees’ loyalty to the organization and reduce the organization’s active departure rate.This research looked at the psychological contract violation,staff maturity,turnover intention,social exchange theory,fair theory based on the aspects of literature,interview and questionnaire investigation,etc.,for recycling of Q group employee to fill in 221 questionnaire samples,using Spss and Amos to analyzed the data,From the view point of empirical Q group company employees in the regulation of psychological contract violation on staff maturity under the action of impact on turnover intention,put forward the influence of Q group employees in provides the theory basis for the further innovation of management system,and puts forward management system can be implemented in the specific ideas and measures,For the management of Q Group to pay attention to and solve the existing problem of high dimission rate caused by psychological contract violation,retain core employees for the enterprise,and build a more harmonious and positive team atmosphere and labor-management relationship.The results show that:(1)psychological contract breach can be divided into three dimensions: transactional,developmental and relational;Employee maturity can be attributed to two factors: job maturity and psychological maturity.(2)Q group employees’ psychological contract violation has a significant positive effect on turnover intention,and the transaction type,developmental and relational has a positive effect on turnover intention.(3)Employee maturity has a moderating effect on Q group employees’ turnover intention under psychological contract violation,and both job maturity and psychological maturity have a positive moderating effect on Q group employees’ turnover intention under psychological contract violation.In this research,the research results can provide the Q group company management put forward the corresponding management of psychological contract violation and adjustment of relevant policy recommendations,is advantageous to the qq group co.,LTD.The further development of human resources,improve the employees’ trust and loyalty to the organization,building or optimize the enterprise the competitive ability.At the same time,also for the industry of human resources and management of the psychological contract violation.