The Effect Of Employee Psychological Contract On Turnover Intention In Manufacturing Private Enterprises:A Chain Mediation Between Job Satisfaction And Organizational Identity

In recent years,the overall situation of the psychological contract(organizational responsibility and employee responsibility)of employees in private manufacturing industry is poor.Especially in the aspect of psychological contract-organizational responsibility,employees are dissatisfied with the career development opportunities of enterprises.In the aspect of psychological contract-employee responsibility,employees’ sense of belonging can not reach the enterprise’s expectation.Lead to more and more small and medium-sized private manufacturing the phenomenon of brain drain is more outstanding,private manufacturing "hard hiring,retention is more difficult to" the situation is more serious,a lot of private manufacturing to hiring retention tried various methods,such as raising salary,better working conditions,set up recruitment recommended huge rewards,etc.,but little effect.In addition,affected by the outbreak of COVID-19,enterprises with the relationship between psychological contract between employees are very different with the past,under the background of the status quo,the study of the production of private manufacturing employees’ psychological contract and the influence factors to reduce the labor employment hidden danger of turnover intention to provide enlightenment,at the same time can effectively supplement the deficiency of the past research theory,It will further promote the development of psychological contract theory and provide practical reference for enterprises to employ workers.This study took 505 private manufacturing employees from all over the country as subjects,adopted "Employee Psychological Contract Scale","Job Satisfaction Scale","Organizational Identity Questionnaire" and "turnover Intention Questionnaire" as research tools,and used SPSS26.0 and Amos24.0 to conduct statistical analysis on the data.To explore the role and influencing mechanism among psychological contract,job satisfaction,organizational identity and turnover intention of employees in private manufacturing industry.The main results are as follows:(1)In general,the psychological contract,job satisfaction and organizational identity of employees in China’s private manufacturing industry are above the middle level,and turnover intention is below the middle level.(2)There is a significant negative correlation between psychological contract,job satisfaction,organizational identity and turnover intention of private manufacturing employees;There are significant positive correlations among psychological contract,job satisfaction and organizational identity.(3)There are significant differences in turnover tendency among employees with different psychological contract levels.The turnover tendency of employees with different job satisfaction levels is significantly different.The turnover intention of the employees in the private manufacturing industry with different organizational identity level is significantly different.(4)Job satisfaction of private manufacturing employees plays a mediating role in the process of psychological contract and turnover intention.(5)The organizational identity of private manufacturing employees plays a mediating role in the influence of psychological contract on turnover intention.(6)Job satisfaction and organizational identity of private manufacturing employees play a chain mediating role in the influence of psychological contract on turnover intention.