Research On The Brain Drain Control Model Of Private Enterprises In Chengyang District From The Perspective Of Psychological Contract Theory

With the development of globalization and the increasing competition amongtalents, private enterprises in Chengyang District of Qingdao are confronted withbottlenecks during their development that they are unable to attract and keep thetalents. This essay tries to discuss the correlations of psychological contract and braindrain from the perspective of psychological contract theory, aiming to create a newidea for human resource management in local enterprises by setting up an appropriatebrain drain control model.By doing interdisciplinary studies and empirical research on talents in privateenterprises of Chengyang District and learning theories about psychological contract,psychological contract violation and brain drain, this essay discusses how the threedimensions of psychological contract (including material incentive dimension,environment support dimension and development opportunity dimension) influencesbrain drain and sums up the five links of brain drain, including construction ofpsychological contract, nonperforming, nonperforming perception, violation andtalents’ reaction. The research results show that enterprises should establish dynamicfiles of psychological contract, therefore, measures could be adopted in time toreconstruct or mend the psychological contract and a model of brain drain based onpsychological contract theory could be set up simultaneously. The author hands out150pieces of questionnaires to talents working in20private enterprises in Chengyangand reclaims125pieces of effective questionnaires after eliminating12pieces ofincomplete and unqualified ones out of137pieces taken back., that is, the effectiverate accounts for91.24%. By doing statistical analysis with the help of SPSS17.0andspecific case interview, the author learns more about the performing degree ofpsychological contract as well as the turnover intensions of talents. The research demonstrates a negative correlation between material incentivedimension and brain drain intension, and a significant negative correlation betweenenvironment support dimension and brain drain intension as well as betweendevelopment opportunity dimension and brain drain intension. Individual attributedifferences lead to the diverse performing degree of psychological contract and thesignificant difference of brain drain intension. The research also shows that the talentsin private enterprises in Chengyang are eager for sufficient respect and good welfareand think highly of harmonious work atmosphere, development space andpromotion opportunity, which implies that environment support type and developmentopportunity type of psychological contract play more important roles for talents inprivate enterprises and the mobility of talents is related to their ages and deadlines forwork. In the essay, the author tries to set up a brain drain control model of talents inprivate enterprises in Chengyang in view of psychological contract theory andsuggests to carry out total process management to the talents, that is, adoptingcorresponding measures to talents through exploring stage, construction stage,identity stage and crisis stage, aiming that the control model and suggestions couldmore or less benefit local private enterprises on human resource management.