Research On The Relationship Among Organizational Justice,Psychological Contract And Turnover Intention Of Knowledge Workers

With the arrival of the era of knowledge economy,knowledge workers have become an indispensable and important force in the development of enterprises,and their turnover tendency has attracted more and more attention.The negative impact of knowledge workers' resignation on enterprises is more obvious.It can not only bring a series of replacement costs,but also cause the outflow of key technologies and the leakage of business secrets,thus seriously affecting the organization and management ability and the operation and production activities of enterprises,which is not conducive to the long-term development of enterprises.There are many factors that affect the turnover intention of knowledge workers.Among them,the unfairness within the organization will cause knowledge workers' dissatisfaction with the enterprise in particular,thus damaging their psychological contract,eventually aggravating the turnover intention and even making a decision to leave.Therefore,this paper studies the relationship among organizational justice,psychological contract and turnover intention of knowledge workers.First of all,this paper takes knowledge workers in enterprises as the research object,through a comprehensive analysis of organizational justice,psychological contract and a large number of literature on turnover intention of knowledge workers in enterprises,constructs research hypotheses and hypothesis models,designs questionnaires on the basis of reference to mature scales,and issues and effectively recycles them.Secondly,SPSS25.0 software is used to test the reliability and validity of the survey data,demographic difference analysis,correlation analysis,regression analysis and the mediating effect of psychological contract to explore the impact of organizational justice and psychological contract on the turnover intention of knowledge workers in enterprises.Finally,according to the statistical analysis results,the research conclusions are drawn,and the final research path model is established.On this basis,the countermeasures and suggestions for knowledge workers' turnover are put forward.The research conclusions are as follows: demographic variables such as age,educational background,marital status,job title,job post,working years,monthly income and cumulative number of jobs have significant differences on turnover intention of knowledge workers in enterprises,while gender has no significant difference on turnover intention of knowledge workers in enterprises;The three dimensions of organizational justice(distributive justice,procedural justice,and interactive justice)are significantly negatively correlated with the turnover intention of knowledge workers in enterprises.The three dimensions of psychological contract(transaction dimension,relationship dimension and development dimension)have significant negative correlation with turnover intention of knowledge workers in enterprises.There is a significant positive correlation between organizational justice and psychological contract of knowledge workers in enterprises.Psychological contract plays an intermediary role between organizational justice and turnover intention of knowledge workers in enterprises.The research in this paper enriches the relevant research on organizational justice,psychological contract and turnover intention of knowledge workers,and has certain theoretical and practical significance.