Research On The Impact Of Fulfillment Of Psychological Contract To The Turnover Intention Of The New Generation Of Knowledge-based Staff

The new generations of knowledge-based employees have been the basis for enterprises to survive and develop and they are also the core capital of competition among enterprises and the creation of value. Represented by "after 80" and "after 90", the new generations are creative, autonomous, individual and diverse. It becomes a problem to be concerned by enterprises and managers to motivate and retain the new generations of knowledge-based employees to create value for enterprises in the new era with the new generations stepping into their career and becoming the core of the organization. Compared with "after 60" and "70", the new generations of knowledge-based employees have different trait and they pay more attention to obtaining individual increment value and fulfill their value. The past style of managing staff is not suitable for the new generations of knowledge-based employees. The new generations of knowledge-based employees make a great contribution in the enterprises but the high turnover rate of them has bad effect on the enterprises, which has aroused great attention. Employee turnover is difficult to remedy and predict but the turnover intention is a good predictor variable, therefore, the final goal of this paper is to find how to reduce the turnover intention. As psychological contract theory has been introduced into management field in 1960s, a lot of research has shown that psychological contract has negative effect on turnover intention. Based on psychological contract theory, this paper focus on the new generations of knowledge-based employees and job satisfaction is introduced as mediated variable. The paper wants to explore how extend psychological contract influences the turnover intention and how job satisfaction makes mediating effect.Based on reviewing the relevant theories, this paper establishes the model and make hypothesis. Considering the new generations of knowledge-based employees’ trait, this study compels inquiry questionnaire and distribute and recollect them through the internet. Using SPSS 17.0 statistical software for data analysis, the study shows that:1. The reliability of the scales used in this paper is good and they can be used for further study on psychological contract;2. For the new generations of knowledge-based employee, psychological contract also has negative effect on turnover intention. Interpersonal contact has the most effect and developmental contact comes second; interpersonal contact and developmental contact are positive to job satisfaction.3. Job satisfaction partially mediated the influences between Interpersonal contact and the turnover intention; it also partially mediated the influences between development contact and the turnover intention.4. For the new generations of knowledge-based employee, demographic variables show significant impact on job satisfaction; no significant changes are found in the influence of demographic variables on the turnover intention. Three dimensions of psychological contract are significant impacted by their job time and birth.According to this study, the enterprises should attach importance to their diverse and constantly changing need. They should give them internal growth and development opportunity except considerable treatment and at the same time, they should sincerely treat the employees and create the harmonious organization atmosphere and build good interpersonal and supervisor relationships and develop humanistic management.This study enriches the relevant theories; meanwhile, it provides some reference to human resource managers and organizations managers and has some realistic directive significance.