At present, the serious problem of brain drain in enterprises has attracted great attention of academia and enterprise managers. In a large number of resignation surveys, it is not difficult to find that the main reasons for employees' resignation are nothing more than personal reasons and organizational reasons. Feeling that they are not treated fairly is one of the important organizational reasons. Based on the theory of social exchange and self-control, this paper explores the influence mechanism of self-loss in the establishment of the relationship between psychological contract breach and employees' turnover intention, And the regulatory mechanism of leader member exchange relationship in the interaction of the above variables.Combined with the existing empirical research, this study uses demographic variables and mature scales at home and abroad to compile a survey questionnaire, including psychological contract breach scale, self-loss scale, turnover intention scale and leader member exchange (LMX) scale. The questionnaire is prepared through the online questionnaire platform, and the current full-time on-the-job employees are invited to participate in the questionnaire survey, Through the hierarchical regression analysis of the survey data of 425 valid questionnaires, it is found that: first, psychological contract breach has a significant correlation with self-loss, and psychological contract breach can promote employees' self-loss; Second, self-attrition plays an intermediary role between the breach of psychological contract and employees' turnover intention. The deeper the breach of psychological contract, the more serious the employees' self-attrition is, and the more obvious the employees' turnover intention is; Third, the leader member exchange relationship positively regulates the relationship between psychological contract breach and employees' self-loss and the mediating effect of self-loss, that is, high leader member exchange relationship will strengthen the positive correlation between psychological contract breach and self-loss, and then make employees' turnover intention stronger; Fourth, the level of psychological loss of employees at the level of low leader member exchange relationship is higher than that of employees at the level of high leader member exchange relationship for a long time, and is not affected by the degree of psychological contract breach. The results enrich the theoretical research on the impact mechanism of psychological contract breach on turnover intention, and have practical value for the exploration of employee turnover management.
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