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A Study on the Relationship Among Psychological Contract, Job Satisfaction and Turnover Intention

Author: GaoDanZhu
Tutor: JinYanPing
School: Dongbei University of Finance
Course: Human Resource Management
Keywords: Psychological Contract Job satisfaction Turnover intention
CLC: F224
Type: Master's thesis
Year: 2010
Downloads: 690
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Abstract


The problem of "talented person" has always been what enterprises most concern. As competition intensifies, how to keep talented people stay has been the problem for human resource administrators to grip with. In solving this problem, it is normal to reduce turnover rate by improving staff’s job satisfaction, while it is a difficult problem to build and to keep this psychological balance. The concept of Psychological Contract was introduced into management domain in the early 1960s, and it gradually caused worldwide concern; domestic and foreign scholars have realized that an implied informal "psychological contract" exists between employees and organizations, except for formal economic contract contents, and both of them regulate the relationship between staff and enterprises.This thesis takes Bank A Dalian Branch as the research sample, and makes a research on staff in this bank with self-designed questionnaires. The thesis analyzes and tests the research data with statistical analysis tool SPSS17.0, in order to study on the relationship among psychological contract, job satisfaction and turnover intention, hoping to find ways to improve staff’s job satisfaction and to reduce staff’s turnover intention from the point of psychological contract.This thesis consists of four parts:Part one introduces research question and its signification;Part two reviews domestic and foreign scholars’research findings about relevant variables;Part three puts forward research framework and assumptions on the basis of summarizing previous relevant research. It also discusses about the relationship among psychological contract, job satisfaction and turnover intention though analyzing research data of the sample.According to positive analysis, part four draws out the final model, and offers suggestions in views of corresponding conclusions. The following conclusions are drawn out through positive analysis in this thesis:For the first conclusion, generally the degree of psychological contract is comparatively high, so are job satisfaction, staff stability, and total satisfaction; while turnover intension is not so strong.Secondly, different personal attribute influences his or her psychological contract, job satisfaction and turnover intension with a different degree. Age factor has significant effects on staff’s psychological contract and its three dimensions, and job satisfaction; education level presents obvious differences only on the developmental dimension of psychological contract; length of service can influence staff’s psychological contract, job satisfaction and turnover intension obviously; while none of gender, department and position has any marked effect on those factors.Thirdly, staff’s psychological contract has positive correlation with job satisfaction, so does each of its three dimensions; staff’s psychological contract has obvious negative correlation with turnover intension, so does each of its three dimensions. A obvious negative correlation exists between job satisfaction and turnover intension.Fourthly, different dimension of staff’s psychological contract has different effect on job satisfaction. Among the three dimensions, interpersonal dimension has the highest predictability to job satisfaction, developmental dimension the second, normative dimension the third.The fifth point lies in that staff’s psychological contract has predictability to turnover intension through job satisfaction.As for the innovation of this thesis, it has proved that psychological contract influences turnover intension through job satisfaction, and it has checked out different predictabilities from three dimensions of psychological contract. These innovations have strong significance on helping enterprises manage with a clear aim. There still leaves much to be desired:firstly, about the research object, due to the condition limitation, it only takes one bank instead of all banks in Dalian as the research sample, resulting in limitation in research conclusion.Secondly, about variables, due to author’s limited research ability, it only studies on staff’s psychological contract, omitting organizations’psychological contract.

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