Research On The Reasons For Employee Turnover And Countermeasures Of P Bank From The Perspective Of Psychological Contract

Along with the rapid rise of Internet finance and digital economy,the competition among banks is intensifying,and the battle for talents is intensifying.The loss of employees inevitably brings an increase in human resource costs for banks,and the departure of good employees takes away some customer resources,which has a certain impact on the strategic transformation and development of banks.In recent years,the staff turnover problem of Bank P has become more and more serious,and the problem of staff turnover in human resource management has become more and more prominent.In order to ensure its own sound development and ensure the position of Bank P as a financial pioneer in the city,it is urgent to seek the causes and solutions of staff turnover.Taking Bank P as a research case,this thesis uses literature research method,individual interview method,questionnaire survey method and empirical analysis method to investigate the causes of employee turnover and provide effective countermeasures to solve the problem.The main contents of the study are: first,starting from the literature research method,by reviewing a large amount of literature,we systematically sort out the concepts and contents of psychological contract,tendency to leave and employee turnover,so as to lay a theoretical foundation for the study of employee turnover in P bank;second,by summarizing the employee turnover data of P bank in the past three years,we elaborate the current situation of employee turnover in P bank and analyze the reasons of employee turnover;third,by combining the individual Third,combining the findings of the individual interview survey and the psychological contract theory,we designed a survey questionnaire on employees’ tendency to leave P Bank based on the perspective of psychological contract,and determined the scales of individual characteristics,psychological contract and tendency to leave,and distributed the questionnaire to all bank employees through the questionnaire star.Finally,the findings of the study are analyzed and summarized,and targeted and feasible solutions are proposed.In this thesis,through the perspective of psychological contract,combined with the actual situation of employee turnover in Bank P and the results of the questionnaire,using a combination of theory and practice,the main conclusions are as follows:(1)the reliability and validity tests of the psychological contract scale and the turnover tendency scale designed in the questionnaire are both valid;(2)the three psychological contract dimensions of transactional,developmental and relational and the turnover tendency of Bank P employees have the three psychological contract dimensions of transactional,developmental,and relational are moderately negatively correlated with the propensity to leave,and the three dimensions of psychological contract have good predictive effects on the propensity to leave;(3)the two individual characteristics variables of gender and position of P-bank employees are significantly correlated with the transactional dimension of psychological contract;(4)the two individual characteristics variables of age and position of P-bank employees are significantly correlated with the propensity to leave.Based on the above findings,the thesis concludes with countermeasures and suggestions to solve the employee turnover problem in P-bank based on the psychological contract perspective,which provides a method to effectively reduce the employee turnover problem in P-bank and also provides a reference for other financial institutions to solve the employee turnover problem.