The Research For Brain Drain Problems And Suggestions Of Semiconductor Industry Base On Psychological Contract

With the gradual deepening of economic globalization and knowledge economyera arrived, knowledge workers have become the core of the human capital. As theindustry base of electronic information, semiconductor companies have a strongdependence on knowledge workers and knowledge workers have become the mostimportant resource of semiconductor companies. At present, as the high andincreasingly fierce competition for knowledge workers, and because of thecharacteristics of the knowledge workers, the turnover of knowledge workers has alsobecome the important subject for the high-tech enterprise, especially the semiconductorcompanies.As a carrier of knowledge capital, knowledge workers have a number of differentcharacteristics from the general workers, a large number of studies have found, betweenthe staff and the organization there is not only a formal economic contracts, there is animplicit and vague psychological contract. Psychological contract refers to theunderstanding and expectations of the responsibilities and obligations between theworkers and the companies each other. Despite the psychological contract determinedby its characteristic, unlike economic contracts in general, has a strong binding, but it isan important factor influencing employees’ behavior and attitudes. So it becomes thehot topic in the field of organizational behavior and human resource management fromits emerging. This paper analyzes the current status of brain drain in semiconductor enterpriseand effect factors of turnover in the perspective of the theory of psychological contract.And combined with the sample of company GT, the paper analyzed the severalproblems in human resources management in company GT and proposed and evaluatedsome countermeasures to avoid the brain drain. Finally some suggestions are putforward to improve the management of human resources for high-tech companies,especially for semiconductor companies.