The Relationship Between Psychological Contract Violation And Turnover Intention Among The New Generation Employees

In the process of management of the new generation of staff,frequent flow and frequent job-hopping has become a common phenomenon of the new generation of staff,and it has become a human resource management problems.With the changes in the values of the work of the new generation of employees,the demands of organizational justice continue to improve,they are eager to get the organization’s fair treatment.Therefore,the organizational sense of organizational justice has a tendency to ignore its turnover.It is important to pay attention to the changes of the work values of the new generation of employees and to understand their individual characteristics and psychological needs,which plays an important role in building a good labor contract relationship.Therefore,it is important to pay attention to the construction of the psychological contract of the new generation staff,pay attention to their work values,improve their sense of organizational justice,and further study the influence of the new generation of employee turnover intention,which is important to solve the problem of frequent turnover of new generation staff practical significance and theoretical value.Based on the theory of social exchange and the theory of fairness,this paper discusses the causes and methods of the turnover tendency of the new generation of employees by reading a large number of literatures at home and abroad,drawing on the research results and methods of psychological contract violation,organizational justice and turnover intention at home and abroad.Mechanism of action.Through the use of literature research,questionnaire survey and statistical analysis to carry out this study.This paper explores the mechanism of psychological contract violation and organizational justice,which focuses on the mediating role of organizational sense of fairness,and the moderating effect of working values.It explains why the employees make the psychological process of leaving decision from the perspective of fairness and work value.In this paper,1500 new generation staff of 75 enterprises in Guangdong Province were surveyed by questionnaire,and SPSS19.0 and Amos20.0 data analysis software were used for data analysis and hypothesis test to verify the hypothesis model.The results show that:(1)Psychological contract violation of the new generation has a significant negative impact on the sense of organizational justice,and has a significant positive impact on the turnover intention.(2)Distribution fairness and interaction fairness have a significant negative impact on turnover intention.(3)The distribution of fairness and interaction fair in the new generation of employees of the psychological contract violation and the turnover intention part of the intermediary role.(4)The value of hard work has a significant regulatory role between the distribution of fairness and turnover tendency,between the interaction fairness and turnover intention;(5)hard work on the distribution of fair,interactive fair mediation effect has a significant regulatory role.At the end of this paper,the paper puts forward the management suggestions to reduce the psychological contract violation of the new generation staff,improve the sense of organizational fairness and work hard and reduce the turnover intention.The paper argues that enterprise managers should develop and implement effective management measures and guidance mechanisms according to the changes of psychological characteristics,intrinsic needs and working value of the new generation of employees,so as to reduce the psychological contract violation of the new generation staff and help the employees to establish organizational goals,corporate culture to adapt to the psychological contract relationship,to improve their sense of organizational justice,thereby reducing their turnover intension,saving business talent costs.