Study On The Departure Of H Bank's New Of Client Managers From The Perspective Of Psychological Contract

The new generation of employees,as a key component of the current market economy practitioners in my country,is a valuable human resource for each enterprise.It has become the backbone of economic development and social progress.The new generation of employees who are commonly known as the post-80 s and post-90 s have typical characteristics of the times.They have strong self-awareness,distinctive personality,strong academic ability,and great creativity.They inject fresh vitality and energy into the development of the enterprise and promote the company to accelerate innovation and reform.However,while the new generation of employees exert their own endowments and advantages,they also expose their own shortcomings and shortcomings.The new generation of employees has a high-profile personality,poor pressure resistance,low organizational commitment,and frequent job changes.The instability of their jobs poses a huge challenge to human resource management.Especially for the banking industry,due to internal and external adverse factors,since the outbreak of the financial crisis,China's banking market has entered a weak stage,the performance evaluation pressure of employees is heavy,the task is heavy,and income has also shrunk to a certain extent,making all bank tellers,account managers,middle and back office posts have successively piled up,and the new generation of account manager turnover is more prominent.The new generation of account managers have high cultural literacy,pursue freedom and equality,open cultural values,pay attention to their professional development,and pay attention to the realization of self-value.However,in reality,they have to face the dilemma of the bank's heavy performance pressure,narrow personal career development channels,and unsatisfactory salary systems.These problems have directly or indirectly caused the new generation of customer managers' dissatisfaction with the bank,corporate loyalty and Recognition has fallen sharply,psychological contracts have broken down and resignation behaviors have emerged,in order to seek a better development platform and working environment and realize their own value.Based on the perspective of psychological contract,this article takes H bank as an example to explore the management of the departure of the new generation of client managers,hoping to provide useful reference and inspiration for the human resource management of the new generation of client managers of H bank and other banks.Based on combing and studying relevant research results at home and abroad,thisarticle analyzes the characteristics of the new generation of bank client manager of H bank and the current status of turnover from the perspective of psychological contract.At the same time,it analyzes the adverse effects of the departure of the new bank client manager on H bank.Subsequently,the questionnaire survey was used to investigate the specific composition,reasons for leaving,performance of intention to leave,etc.of the three dimensions of the psychological contract of the new generation of client managers who left H bank,and summarized the reasons for leaving.Finally,it provides countermeasures and suggestions for the management of the departure of the new generation of client managers of H bank: giving full play to the role of material incentive management;strengthening the construction of the humanistic environment;building a perfect career promotion channel to promote the realization of the self-worth of the new generation of employees;establishing a good two-way communication mechanism to achieve psychological dynamic management of contracts.