A Study On The Relationship Among Psychological Contract, Performance And Turnover Intention Of Employee In Enterprise

With the market competition intensifies and domestic economic systemtransformation, the stable psychological contract persisted in the enterprise andemployee is destroyed, so the employee performance is low, the flow isfrequent, the turnover rate is rising, seriously it affected the normal productionand operation of enterprises. The psychological contract is the psychologicallink which connection the enterprise and employee, and it is the importantfactors to influence the employee attitudes and behaviors. So from the angle ofpsychological contract, there are great practical significance of the research toimprove the job performance of employees, to prevent loss of staff effectively,to reduce the loss of staff turnover, and to enhance the core competitiveness ofenterprises.Under the guidance of qualitative research and the theoretical researchmethods, management, tatistics and other related theories are used, on the basisof literature analysis, the research frame of these three basic elements whichare psychological contract, employee performance and turnover intention isproposed, then the relationship among these three basic elements wereobtained demonstration and description through the questionnaire data toanalyzed by SPSS.The main works of this research:First, all the dimensions of Psychological Contract have certain positiveeffect on the employee task performance and contextual performance, and theorganization development responsibility, employee relationship responsibilityand organizational interpersonal responsibility have significant predictiblity onthe task performance, employee normative responsibility, employeerelationshipn responsibility, organization development responsibility andorganization normative responsibility have significant positive predictiblity oncontextual performance.Second, the three dimebsion of organization responsibility and employeenormative responsibility, employee development responsibility have certain negative effect on turnover intention, and organization normativeresponsibility, organization development responsibility, employee normativeresponsibility have significant negative predictiblity on turnover intention.Third, the task performance and contextual performance have certainnegative effect on turnover intention, the higher performance, the lowerturnover intention.Forth, organization normative responsibility, organization developmentresponsibility, employee normative responsibility and contextual performancehave significant predictiblity on turnover intention.