Based On The Psychological Contract Of Knowledge Workers Demission Reason And Countermeasure Research

With the development of knowledge economy, Competition among enterprises rely more on knowledge creation, use, value-added and rational allocation of resources, etc. to complete, and in the process, those who use knowledge or information work, that knowledge workers will be knowledge-based economy core, so knowledge workers has become a major focal point of business. As the special nature of knowledge workers, is difficult using traditional management methods to effectively manage them, how to retain and attract knowledge workers and its effective management is a difficult problem facing enterprises.In essence, the psychological contract is the mutual responsibility of both the employer's expectations, it is to improve organizational efficiency and employee satisfaction, reduce employee turnover rate and effective way. In this paper, the psychological contract responsibility for the development of this indicator system, regulate inter-personal responsibility and responsibility to proceed in three dimensions, Focused on the characteristics of knowledge workers, the use of literature analysis and empirical research methods for enterprise knowledge workers to analyze the loss of control problems, and from the angle of the psychological contract of knowledge workers to retain reasonable suggestions. In this paper, Jiangling Motors Co., Ltd. (hereinafter referred to as "JMC Company") conducted a questionnaire survey, and divided two ways to fill out :paper questionnaires and email questionnaires, which made up 74 paper questionnaires,60 were recovered; 120 email questionnaires,73 were recovered; 194 questionnaires were distributed,133 were recovered. Response rate was 68.56%, excluding three invalid questionnaires, 130 valid questionnaires were finally received, the questionnaire response rate was 97.74%. Questionnaire with SPSS 17.0 software analysis to arrive at the psychological contract of knowledge workers as well as the dimensions of institutional characteristics on turnover intention scale of the dimension effect. The main conclusions are as follows:First, the use of the psychological contract scale and turnover intention scales have better reliability and validity.Second, descriptive analysis of each dimension:the dimension of the psychological contract and staff from the will of the dimensions of satisfaction scores were lower, which dimensions of psychological contract specifications responsibility lowest satisfaction scores.Third, the individual variables in the psychological contract, intention to leave the performance differences on each dimension:the individual variables and the psychological contract and intention to leave the dimensions do not exist significant differences, only the degree for intention to leave in the turnover intention scale dimensions there are significant differences in general.Fourth, the correlation analysis:the three dimensions of psychological contract are satisfied with the intention to leave the tendency exists a significant positive correlation dimension, which dimension of interpersonal responsibility and responsibility for development dimensions of satisfaction tend to impact the largest dimension; Responsibility for the development of psychological contract dimensions and dimensions of interpersonal responsibility and commitment to the organization will tend to leave there was a significant positive correlation dimension; psychological contract specifications and dimensions of interpersonal responsibility and intention to leave the responsibility of the dimension tend to leave negative correlation dimension.According to empirical research findings, this paper presents a few knowledge workers on the management recommendations:Primarily to establish the self management authorization mechanism and the establishment of dual channel occupation development as well as the knowledge type employee with training and study opportunities; Secondly, to establish a good salary and welfare policy; Thirdly, the development of employee assistance programs and for the knowledge type staff to create a good atmosphere of emotion. From these three aspects, and actively create a good psychological contract, thereby increasing the satisfaction of knowledge workers, to reduce turnover intention.