Study On The Turnover Tendency Of Grass-roots Employees In Wenzhou J Bank From The Aspect Of Psychological Contract

Wenzhou J Bank was suffered heavy losses in Wenzhou economic crisis in2011.The total amount of non-performing loans was relatively large,the bank suffered serious losses,and the income of its employees reduced a lot.Wenzhou J Bank accelerated the popularization of intelligent self-service equipment,the number of counter business employees decreased,and the per capita workload of counter employees increased;At the same time,Wenzhou J Bank’s employee performance appraisal is gradually inclined to marketing performance,which increased the marketing pressure of employees.And the employees lack a good career promotion channel on the bank.The bank’s internal employees have lower income,greater work pressure,low employee satisfaction and loyalty,and strong turnover intention.Faced with the problem of increasing turnover intention of grass-roots employees in J bank,the binding effect of the traditional written contract is weakening more than before,which can not fully meet the needs of human resource management for the bank today.Psychological contract is a management concept with "people-oriented" connotation.enterprise managers can understand the psychological changes and needs of grass-roots employees of Wenzhou J Bank with psychological contract in advance,and they can adopt a more flexible way to timely adjust management strategies,enhance the strength of psychological contract between enterprises and employees,improve employee loyalty,and reduce the turnover intention of employees of J bank.On the basis of consulting and learning psychological contract theory,turnover tendency theory and other theoretical achievements at home and abroad,this paper uses the research methods of literature analysis,questionnaire survey,data analysis and other research methods to makes a research and analysis on the turnover intention of the grass-roots employees of Wenzhou J Bank based on the perspective of psychological contract.Using SPSS data statistics software to analyze the results of the questionnaire,the results show that the overall turnover tendency of the grass-roots employees of this bank is high,and there are significant differences in psychological contract and turnover tendency among different individual attributes,such as marital status,length of service,position and so on.Wenzhou J bank grass-roots employees’ psychological contract and turnover tendency have a significant negative correlation,and psychological contract can predict the turnover tendency of grass-roots employees in this bank.This paper puts forward a stage-by-stage brain drain control model according to the employees’ career cycle and some suggestions from the dimensions of psychological contract after an in-depth study to solve the problem,such as improving the salary and benefits,establish a fair salary assessment and distribution mechanism,maintain appropriate work intensity,open up employee career development channels,improve employee management participation,strengthen the construction of corporate culture,humanistic care and two-way communication and other suggestions to enhance the psychological contract intensity of grass-roots employees and reduce their turnover tendency.This study have positive significance to stabilize the personnel structure of the bank at the micro level,and enriches the relevant theories of psychological contract,employee turnover intention and human resource management at the macro level.