A Study On The Influences Of The Chinese Female Employees’ Personal Factors On Their Psychological Contract Breach And Violation

With the worldwide developing of economic and society,enterprises begin to realize that the talent is the original power for their developing.However,economic development also brings competition.Employees have more choices.Inevitably,there will be some degree of increase in staff turnover.High turnover rate not only brain drain,but also increase the risk of information leakage technology.For a successful enterprise,how to retain good employees is an unavoidable problem.Among them,marriage and childbearing female employees with respect to other employees has its particularity,they have to face two-way pressure from family and work.They have greater risk of turnover,and enterprise should pay more attention to them.In addition to some formal contract salary remuneration benefits,employees also care provisions of the informal contract,which is a series of expects to enterprise.The sum of these expectations is called psychological contract.It is a reliable means to measure employee attitudes enterprise.This article includes the following sections:first is the introduction,including the background and the environment psychological contract,theoretical and practical significance of female psychological contract research staff,objective to investigate the study want to achieve by this study,and analysis methods used herein,research framework innovation and sections of this article.The second chapter is a review study.The literature review part describes the review of the psychological contract,a review of female employees psychological contract research,psychological contract under Chinese background research summary and review.Secondly,it introduces the theoretical basis of psychological contract comprises social exchange theory,equity theory and the hierarchy of needs.The third chapter is research hypothesis and theory model,mainly discussing the research hypothesis of this paper.Assumptions include the assumed relationship between fertility and female employees psychological contract breach and violation,assumed relationship between control variables and psychological contract breach and violation.The fourth chapter is the questionnaire design and data collection portion.It introduces the questionnaire design description and the issuance of questionnaires and recycling instructions.The fifth chapter is the data analysis section.This section includes a descriptive statistical analysis,reliability and validity analysis,correlation analysis,and analysis of variance.The final chapter is the conclusion and prospect portion,including three parts of findings,management advice and research limitations and prospect.This paper is based on a statistical analysis of the sample data in various industries 345 female employees.Trying to discuss the relationship between fertility and female employees psychological contract breach and violation of the psychological contract,and also discussed the relevance of other factors of personal factors and the dimensions of the enterprise psychological contract.Among them,the personal factors including work experience,staff qualifications,marital status,age,and location of employees in the enterprise,business factors,including the nature of the enterprise,firm size and business sectors.This article uses IBM SPSS 20.0 analyzed and discussed questionnaire-collected data to detect assumes.Analyzing the questionnaire data through descriptive statistical analysis,reliability and validity analysis,correlation analysis and analysis of variance.We obtained the following conclusions:there is a significant correlation between fertility and female employees psychological contract breach and psychological contract violation.There are significant differences between fertility and non-fertility female employees in the degree of correlation.Fertility has not intersect at birth have a higher correlation.The longer the tenure,the greater the age,the higher the degree of female employees are more likely to experience psychological contract breach and psychological contract violation.Compared with unmarried women,married women also experience higher perception of psychological contract break.Ownership and psychological contract dimension has obvious relevance,compared to the private sector and foreign companies,the degree of psychological contract breach of SOEs female employees is more obvious.Psychological contract breach and psychological contract violation have significant correlation.For the above analysis the conclusion,this paper presents the management recommendations:(1)Perfect regulations,(2)Specification personalized human resources management system,(3)establishing General investigation mechanism of psychological contract.Finally,this paper analyzes the existence of limitations and prospects for future research in related fields.