Research On The Relationship Between Psychological Contract Breach And Turnover Intention Of New Generation Of Female Employees

With the increasing number of the new generation of female employees born in the1980 s and 1990 s entering the labor market,the new generation of female employees began to receive attention in the workplace.Under the background of the time reform,economic globalization and rapid development of Internet technology,the new generation of female employees have distinctive characteristics of the times,such as self-seeking,independence and courage,and focus on the realization of self-worth.With the increasing competition of this market and the implementation of the universal two-child policy,new generation of female employees are bearing more and more responsibilities and pressure.They not only have to balance the relationship between work and family,but also may face work discrimination and other problems,so it is easier to affect the degree of involvement in work.Compared with men,women are more sensitive to the perception of employment relationship because of their delicate emotions.When they perceive that they have not been given the organizational commitment,the psychological contract fulfillment is not well realized,there will be a phenomenon of psychological contract breach,so the risk of psychological contract breach is greater,and the resulting turnover problems will become more and more prominent.Therefore,taking the new generation of female employees as the research object,it is of great practical significance to explore the reasons behind their turnover from the perspective of the psychological contract breach.Based on reading a large number of domestic and foreign scholars’ research results on psychological contract breach,organizational commitment and turnover intention,this thesis puts forward the theoretical hypothesis.By sending out questionnaires to the new generation of employees,SPSS20.0 was used for reliability and validity analysis,descriptive statistical analysis,independent sample T test analysis,regression analysis,and AMOS24.0 was used for structural equation model analysis of the collected data.The following conclusions are drawn:new generation of female employees are more sensitive to the psychological contract breach than male employees,and there is no significant difference between female and male in organizational commitment and turnover intention.There was a significant positivecorrelation between all dimensions of psychological contract breach and turnover intention,and a negative correlation between all dimensions of organizational commitment and turnover intention.Psychological contract breach has a negative impact on affective commitment and continuous commitment,and its negative impact on normative commitment has been partially verified.Affective commitment and continuous commitment play an intermediary role in the relationship between psychological contract breach and turnover intention,and normative commitment’s intermediary role in the relationship between psychological contract breach and turnover intention has been partially verified.Finally,some corresponding countermeasures and suggestions are put forward from the aspects of career development,interpersonal environment,compensation and welfare,corporate culture and communication mechanism.