A Study On The Relationship Of Psychological Contract Construction, Community Structure And Knowledge Workers Turnover

In intellectual economy age, knowledge has replaced the traditionalfactors of production (land, labor and capital) which becoming increaseessential source to improve the growth of enterprise and maintain andenhance core competency of enterprises. Knowledge workers arecarriers of knowledge, therefore, turnover intention of knowledgeworkers, especially those who location in core position, whose turnoverbehavior and previous turnover intention have a significant influence tothe stabilization and development of enterprises.This paper investigate the relationship between psychologicalcontract, community structure and turnover intention. The researchis based on the numerous phenomenon and growing problems in thepost financial crisis era, which is the problem about turnoverintention of enterprise employees. According to the collection andreview of literature, find that: little researches have focused on theturnover intention result from community structure. Therefore, fromempirical aspect, we collect256questionnaires and describedemographic characteristics of sample. Secondly, form a socialnetwork consisted by256nodes, grounded on social network theory and analysis topology structure of the network. Investigate theinteraction of individuals that cause some characteristics in wholelevel, which cannot observed in individual level, explore the spread ofturnover intention in social network, and describe the dynamicnetwork based on the control of extrinsic parameters.By building the research frame of the relationship of psychologicalcontract, community structure and turnover intention, we design amodel of job satisfaction, psychological contract, and communitystructure, turnover intention then confirm that there exists tightconnection among the four factors. This paper concern aboutindividual level of psychological contract: data analyzed by STATA(such as factor analysis, reliability analysis, correlation analysis) andUCINET to form an employee’s relationship network, analyzecharacteristics of network (including degree, degree distribution,clustering coefficient, geodesic distance, average shortest path,betweenness and centrality) and explore community structure.Main conclusion are turnover emotion of employee can spread insocial network, therefore, recognition of community structure anddistinguish cluster of employees who have turnover emotion andother cluster of employees who are relative job loyalty hasenormously significant. Insulate those workers with turnoverintention to make sure the stabilization of enterprises. The results ofresearch provide some beneficial reference for human resourcesmanagement and reduce employee turnover.