Research On Dimission Tendency Of Employees In Private Enterprises From The Perspective Of Psychological Contract

China’s private enterprises have provided a strong impetus for the stable and healthy development of China’s market economy.However,because of the high employee turnover rate,there is a stumbling block to private enterprises’ further development and the promotion of China’s economic growth.The high turnover rate has caused great confusion to the managers of private enterprises.Using questionnaire survey method and statistical analysis method,this paper takes 216 employees of Pingdu HH rubber co.,ltd.as the research object,discusses the relationship between psychological contract and turnover intention of employees in private enterprises,and draws the following conclusions:(1)At present,the level of psychological contract of employees in China’s private enterprises is general,and the turnover intention is relatively high.(2)Demographic variables,such as gender,age and education level,show some group differences in the psychological contract and turnover intention of employees in private enterprises.(3)The psychological contract of employees in private enterprises is a key mediating variable that affects the turnover intention.Job satisfaction and job burnout further affect the turnover intention by influencing the psychological contract.There is a significant negative correlation between employees’ psychological contract and turnover intention.(4)It can be seen from the results of regression analysis that the transaction dimension and development dimension of the psychological contract of employees in private enterprises have a strong prediction effect on turnover intention.Job satisfaction and job burnout affect turnover intention indirectly through psychological contract.The psychological contract of employees in private enterprises has a strong prediction effect on their turnover intention.Therefore enterprises need to adhere to the principle of seeking truth from facts inthe process of recruiting,establish a people-oriented corporate culture,improve the salary and welfare system and the promotion mechanism,improve the scientific and fair performance evaluation mechanism,strengthen communication and timely attention to the dynamic change of employees’ psychological contract and so on to improve psychological contract level of private enterprise employees,reduce the turnover intention.The conclusion of this study further enriches the theory of psychological contract,and puts forward suggestions for the management of private enterprises based on the main conclusion of this study,which provides a reference for the human resource management of private enterprises.