Research On Talent Retention Of A Education Company Based On Psychological Contract

In the increasingly fierce market competition,in order to maintain the stability of personnel,enterprises begin to pay more and more attention to the psychological contract between employees and enterprises,so as to establish a stable relationship of cooperation and trust between enterprises and employees,maintain the talent resources of small and medium-sized enterprises,improve core competitiveness,and promote the healthy and rapid development of small and medium-sized enterprises.Based on the existing research results on talent retention in enterprises,this thesis uses relevant theories such as expectation theory,social exchange theory,psychological contract theory,and demand hierarchy theory to explain the concepts of psychological contract and talent retention.Through a questionnaire survey method,it analyzes the degree of realization of talent psychological contract in A Education Company from three aspects: material incentives,environmental support,and personal development,and the impact of psychological contract on talent retention,And the problems in these three aspects.Through investigation and statistics,it is found that in the material incentive dimension,the highest recognition level of employees is that the performance award is linked to the actual completion of the goal responsibility statement,while the lowest recognition level is the current salary status;In the dimension of environmental support,employees believe that the highest degree of achievement is that leaders provide guidance for work and the company respects and trusts employees,while the lowest degree of achievement is that work is stable and will not be easily replaced or adjusted;In the development opportunity dimension,employees believe that the company has the highest degree of achievement in providing challenging jobs,providing job autonomy,and providing learning and training opportunities,while achieving a lower degree in having a clear promotion mechanism and promotion space.If a company wants to establish a psychological contract with employees and retain them,it should pay attention to the salary level of employees and improve their welfare benefits in the material incentive dimension;In the dimension of environmental support,it is necessary to affirm employees’ contributions and achievements,respect and trust employees;In the personal development dimension,it is necessary to establish clear development goals and directions,while helping and guiding employees to establish clear career development goals.This thesis has theoretical value in expanding the application field of psychological contract theory and further enriching the research perspective of talent retention in educational enterprises.It also helps to innovate the talent management model,improve the efficiency of enterprise talent management,tap the talent potential,enhance the stability of enterprise talent team,and promote the sustainable development and competitiveness of enterprises.