Research On The Relationship Between Financial Staff's Psychological Contract,job Satisfaction And Turnover Intention

With the development of economy and the improvement of financial system,enterprises are facing more and more fierce competition.For enterprises,how to stand out in the turbulent competition wave,the key are human and financial resources.As a special kind of talents,financial and accounting personnel gather the human and financial resources of enterprises.Therefore,the most important thing for enterprises is how to seize and retain this.Special talents.Psychological contract,job satisfaction and turnover intention have always been the hotspot of management research.This paper takes the accountants of relevant positions in domestic accounting industry or enterprises as the object,and on the basis of referring to the relevant literature at home and abroad,firstly introduces the research status and development trend of psychological contract,job satisfaction and turnover intention at home and abroad,and probes into this research.Secondly,it systematically combs the related knowledge of psychological contract,job satisfaction and turnover intention,introduces the related concepts of psychological contract,including the concept,main characteristics,classification and dimensions ofpsychological contract:material incentive,environmental incentive and growth opportunities,the concept of psychological contract violation and its formation process,and introduces the work.The related theories of job satisfaction include the concept,classification,variables,six structural dimensions of job satisfaction and related model research.This paper introduces the concept,classification,influencing factors and model research of turnover intention.Secondly,it introduces the research methods of this paper,including questionnaire design,questionnaire issuance,collection and collation,data acquisition,psychological contract scale,full-time work.Thirdly,according to the relationship between psychological contract,job satisfaction and turnover intention,and the mediating effect of job satisfaction,the theoretical model of this paper is established.Finally,the SPSS software was used to process data,and the reliability and validity of the scale,the difference analysis of demographic variables(gender,age,educational background,nature of the enterprise,position),the correlation analysis between variables,regression analysis and the mediating role of job satisfaction were analyzed.The results show that:(1)the reliability and validity of psychological contract scale,job satisfaction scale,turnover intention scale and the overall scale are qualified,indicating that the results of the questionnaire are credible;(2)In the descriptive statistical analysis of variables,the mean value of psychological contract of accounting personnel is above the middle level,indicating that the performance of psychological contract of accounting personnel is better.Among them,the average value of material incentive,environmental incentive and growth opportunity dimensions are at the upper and middle levels,and the average value of growth opportunity is the highest,and the average value of material incentive is the lowest,indicating that accountants still pay more attention to their own growth opportunities;the overall average value of job satisfaction is at the upper and middle levels,and among the average values of all dimensions,the average value of satisfaction with job returns is the highest,and satisfaction with job performance is the lowest.The average of degree is the lowest,and the average of other dimensions is between 3.4 and 3.5,which shows that accountants pay more attention to the return on work,and the return on work can affect the job satisfaction of accountants.At the same time,accountants are also dissatisfied with their current job performance to a certain extent;the average of turnover intention of accountants reaches a medium level,indicating that the turnover of financial personnel is more important.Tendencies are not very different.(3)In the analysis of demographic variables,there is no significant difference between gender and the three variables;there is no significant difference between age and psychological contract,job satisfaction and turnover intention;there is no significant difference between educational background and job satisfaction and turnover intention,but there is significant difference between psychological contract and psychological contract;the nature of enterprise has significant difference between psychological contract and psychological contract.There are significant differences in contract dimensions and job satisfaction,but no significant differences in turnover intention,job motivation and other variables.(4)In the correlation analysis,the three variables of psychological contract,job satisfaction and turnover intention are significantly positively correlated with each other;the sub-dimensions are also positively correlated with the variables.(5)In the regression analysis,there is a linear regression relationship between the three variables.Psychological contract can significantly predict job satisfaction and turnover intention;Material incentive dimension can not significantly predict turnover intention,ring.The dimensions of contextual incentives and growth opportunities can significantly predict turnover intention;the three dimensions of psychological contract can significantly predict job satisfaction;job satisfaction can significantly predict turnover intention,and job performance and job return can predict turnover intention.(6)In the mediation effect analysis,job satisfaction is partly mediated.