随着经济与科技飞速发展，我国正处于 IT 行业蓬勃发展的信息时代，在国民经济结构 中占据越来越重要的位置，成为近年来的热门行业。技术是 IT 企业的核心竞争力，同时， 技术型员工对 IT 企业尤为重要。90 后员工开始大规模逐渐步入职场，IT 企业 90 后技术型 员工不断增加，正逐渐成长为企业的中坚力量。然而，由于 90 后员工鲜明的特点及环境 因素的变化，我们发现该群体离职率比起往年同年龄层员工有明显提升。如何对 90 后技 术型员工进行管理，成为 IT 企业非常关注的问题。 本文在研究心理契约、离职倾向等相关理论的基础上，以 IT 企业 90 后技术型员工为 研究对象，对其离职影响因素进行分析，并提出相关的管控建议。首先，通过总结，归纳 出 IT 企业 90 后技术型员工的群体特征以及离职倾向的各方面影响因素，分析该群体心理 契约的结构、内容；其次，提出研究的假设，根据文献综述中总结出的心理契约的三个维 度，构建出 IT 企业 90 后技术型员工的离职倾向模型；再次，以 YH 区 IT 企业为例进行了 实证分析，设计调查问卷并利用 SPSS19.0 统计分析软件对收集到的问卷基础数据进行统计 分析，从而检验模型和假设，最后再根据分析得到的结论提出相应的管控建议。 通过分析得出以下结论，一是调查问卷中的量表无论是心理契约还是离职倾向信度、 效度都较好；二是 IT 企业 90 后技术型员工的部分个体特征变量在心理契约、离职倾向上 存在着显著的差异；三是 IT 企业 90 后技术型员工在交易、关系、发展这 3 个心理契约维 度上和该群体的的离职倾向存在显著负相关性。最后根据研究结论，提出 IT 企业 90 后技 术型员工相关管理对策和建议。 关键词，心理契约；90 后；技术型员工；IT 企业；离职倾向浙江理工大学硕士专业学位论文 II Abstract With the rapid development of economic and sci-technology, the IT industry is booming in the recent years, getting more and more popular and important in the whole national economy framework, especially for the information era. There is no doubt that technology is the core competitiveness for IT enterprises. Accordingly, skilled employees are particularly important. A great many skilled employees of post-90s generation are stepping into their career, developing gradually into essential force of enterprises. It is also a matter of corcern that the dimission rate is increasing among those kinds of skilled employees, which needs to be addressed urgently. This article chooses the post-90s skilled employees as the research object, to study the turnover intention and give some suggestions of management, based on the related theories. The article firstly analyses some characteristics of the post-90s skilled employees, based on the predecessors’ theory of psychological contract and turnover intention. Taking the transaction, relation, development dimensions of psychological contract into the consideration, the article constructs the post-90s skilled employees’ special model and suggests relevant theoretical hypotheses. And then, the author designs the psychological contract and intention scales, which are highly reliable, taking some specific IT enterprises of YH district as examples. With the method of the mathematical statistics analysis by SPSS 19.0, the author tests and then verifies the assumptions, which can help give some suggestions of management. The main conclusions of article can be listed as follows: First, the scales of psychological contract and turnover intention have great reliability and validity, which can be tested from several angles ; In addition, the post-90s skilled employees have a great number differences from the perspective of psychological contract, specially for one specific person; Last but not least, the transaction, relation and development dimensions of the post-90s skilled employees’ psychological contract have great opposite correlations with turnover intention. When it comes to the end of this article, the author gives some suggestions of several management countermeasures, in order to give some solutions of turnover problems, according to the theoretical research conclusion. Key Words: Psychological Contract Theory; Post-90’s; Skilled Employees; IT Enterpreses; Turnover Intention浙江理工大学硕士专业学位论文 III 目 录 摘要...............................................................................................................................................I Abstract .........................................................................................................................................II 目 录............................................................................................................................................III 1 绪 论...........................................................................................................................................1 1.1 研究背景..............................................................................................................................1 1.2 研究意义 .............................................................................................................................1 1.2.1 理论意义 ...................................................................................................................1 1.2.2 实践意义 ...................................................................................................................1 1.3 研究目的 .............................................................................................................................2 1.4 研究内容、方法与技术路线.............................................................................................2 1.4.1 研究内容 ...................................................................................................................2 1.4.2 研究方法 ...................................................................................................................3 1.4.3 技术路线 ...................................................................................................................4 1.5 研究创新点......................................................................................................................4 2 文献综述.....................................................................................................................................6 2.1 IT 企业技术型 90 后员工的综述........................................................................................6 2.1.1 技术类型工作职员的界定 .......................................................................................6 2.1.2 技术型员工的特点...................................................................................................6 2.1.3 90 后技术型员工的界定...........................................................................................6 2.1.4 90 后技术型员工的特点...........................................................................................7 2.2 心理契约研究综述..............................................................................................................8 2.2.1 心理契约的概念 .......................................................................................................8 2.2.2 心理契约的特点 .......................................................................................................9 2.2.3 心理契约的内容 .......................................................................................................9 2.2.4 心理契约的结构维度 ............................................................................................. 11 2.3 离职倾向研究综述............................................................................................................13 2.3.1 离职倾向的界定 .....................................................................................................13 2.3.2 离职倾向的影响因素 .............................................................................................13 2.3.3 离职倾向有关模型 .................................................................................................15 2.3.4 心理契约与离职倾向的关系 .................................................................................16 2.4 本章小结............................................................................................................................1