新生代员工心理契约破裂和离职倾向的关系研究

Study on the Relationship between Psychological Contract Breach and Turnover Intention among the New Generation Employees

关于新生代员工的管理问题已经成为社会关注的焦点,新生代员工频繁跳槽等现象引起了企业管理者、社会管理者以及研究人员等相关者的关注。以247名新生代员工为研究样本,通过层级回归等分析方法,探索新生代员工心理契约破裂和离职倾向的关系。研究发现,心理契约破裂对离职倾向的产生有显著的正向影响;组织认同在心理契约破裂和离职倾向的关系中起到部分中介作用;领导—成员交换在心理契约破裂和组织认同的关系中起负向调节作用。

Management of the new generation employees has become the focus of the society,and the new generation employees frequent job hopping phenomenon has caught the attention of enterprise managers,government regulators,scholars and other relevant personnel.The research treats247 new generation employees as samples,and tries to explore the relationship between psychological contract breach and turnover intention of the new generation employees through the hierarchical regression analysis and other methods.The study found that psychological contract breach has a significant positive impact on turnover intention.Besides,organizational identification has an significant intermediation between psychological contract breach and turnover intention.Furthermore,leader-member exchange has a negative moderation effect on the correlation between psychological contract breach and organizational identification.