He Zhenhua, Chen Lifeng, Shafait Zahid
School of Logistics and Transportation and Tourism, Jiangsu Vocational College of Finance and Economics, Huaian, 223003, Jiangsu, China.
School of Public Affairs, Zhejiang University, Hangzhou, 310058, Zhejiang, China.
Heliyon. 2023 Mar 11;9(3):e14409. doi: 10.1016/j.heliyon.2023.e14409. eCollection 2023 Mar.
When knowledge workers encounter psychological contract violations, they usually send out biased signals. Their job satisfaction decreases and their turnover intentions increase. However, in the increasingly competitive talent market, employees may not choose to leave when they encounter psychological contract violation. Based on the theoretical research results of the existing psychological contract violation, job satisfaction, turnover intention and job embeddedness, this paper analyzes the internal connections and deep relationships among the key elements by referring to the possible causes and results of the changes in the key elements. Survey technique was utilized while knowledge workers were selected as targeted respondents from specified provinces of China. A total of 392 valid questionnaires were selected by questionnaire survey. Statistical analysis was carried out by SPSS21 and AMOS23, and regression analysis was used to repeatedly verify the relationship between various elements. The results show that psychological contract violation positively predicts the turnover intention of knowledge workers, job satisfaction mediates the positive effect of psychological contract violation on turnover intention, and job embeddedness negatively regulates the positive effect of psychological contract violation on turnover intention. This study has theoretical and practical significance in enriching the theory and methods of organizational management, inspiring knowledge workers to stimulating their work potential, reducing employees' turnover intention, reducing the impact of resignation on the enterprise, and enhancing the enterprise's human resource management of knowledge workers.
当知识型员工遭遇心理契约违背时，他们通常会发出有偏差的信号。他们的工作满意度下降，离职意愿增强。然而，在竞争日益激烈的人才市场中，员工在遭遇心理契约违背时可能不会选择离开。基于现有心理契约违背、工作满意度、离职意愿和工作嵌入度的理论研究成果，本文通过参考关键要素变化的可能原因和结果，分析了关键要素之间的内在联系和深层关系。采用调查技术，从中国特定省份选取知识型员工作为目标受访者。通过问卷调查共选取了392份有效问卷。使用SPSS21和AMOS23进行统计分析，并采用回归分析反复验证各要素之间的关系。结果表明，心理契约违背正向预测知识型员工的离职意愿，工作满意度在心理契约违背对离职意愿的正向影响中起中介作用，工作嵌入度负向调节心理契约违背对离职意愿的正向影响。本研究在丰富组织管理理论与方法、激发知识型员工工作潜能、降低员工离职意愿、减少离职对企业的影响以及加强企业对知识型员工的人力资源管理等方面具有理论和实践意义。
