Research On Turnover Intention Of Software Enterprise Employees,Based On The Psychological Contract

The market environment with demand and freedom character of employees led the high turnover rate of software industry. High turnover rate not only bring economic losses to the enterprise, may also influence other employees’ momentum, even project stagnation, declining competitiveness of the enterprise and other negative effects. At the same time, software enterprises belong to high-tech enterprises, the market environment change rapidly, the enterprise pay more and more attention to effective prevention and management of talent loss risk.And, the software enterprise employees are relatively young, rich in knowledge, strong autonomy and have more psychological and emotional appeal than the general population. The psychological contract is exist between the organization and the staff, by the expectations and responsibilities implicit subjective perception, both sides, is the psychological emotional ties between employees and organization. This paper will research on software enterprise employee turnover intention from the perspective of psychological contract, and then investigate the role of satisfaction and organizational justice between psychological contract and turnover intention, at last propose the relevant management suggestions for software enterprises. Domestic and foreign scholars have done a lot of research on the relationship between psychological contract and turnover intention, according to different objects, there may be different conclusions, and this paper gives the empirical research on software enterprise employees.By reading relevant theoretical knowledge and collecting more than300basic data, and analyzing the data with SPSS statistical tools, this paper draws the following conclusions:Psychological contract is negatively correlated with turnover intention, and have prediction effect on turnover intention. The dimensions of transaction and development of the psychological contract can negatively affect turnover intention, but the relationship dimensions have no significant effect on turnover intention.Psychological contract is positive correlated with job satisfaction; psychological contract has forecast effect on job satisfaction. Job satisfaction and turnover intention have significant negative correlation, the higher job satisfaction, lower turnover intention; and Job satisfaction is the full intermediary variable between psychological contract and turnover intention. Psychological contract is positive correlated with organizational justice; psychological contract is a predictor of organizational justice. Organizational justice and turnover intention significantly negative correlation, and organizational justice have a predictive effect on turnover intention. Organizational justice has no moderating effect on the relationship between psychological contract and employee turnover.