经济高速发展的今天,国内外企业都面临着竞争,人们逐渐开始意识到人在企业中的重要性,企业间技术的竞争演变成人力资本的竞争,核心员工是企业的一种特殊的稀缺性人力资源,是构建企业持续核心竞争力的重要来源之一,导致企业间核心员工的竞争愈加激烈。心理契约作为联系企业和员工的载体,直接或间接影响着员工对组织的期望、工作绩效、组织行为等,但是现在许多企业面临的是核心员工的频繁跳槽,给公司带来了多重损失。本文针对核心员工流失问题从心理契约角度来分析其流失原因,并对其风险进行深入剖析,最后从绩效的合理化、企业文化人文化、科学的职业生涯规划等方面对流失问题提出解决对策,为核心员工流失研究提供了新的范式。 Nowadays, with the rapid economic development, both domestic and foreign enterprises are facing competition. People are beginning to realize the importance of people in the enterprise. The competition among enterprises changes into the competition of human capital. The core employees are a kind of special scarcity Human resources, is one of the important sources of building sustainable core competitiveness of enterprises, leading to more intense competition among core employees. Psychological contract, as the carrier of connecting enterprises and employees, directly or indirectly influences staff’s expectations of the organization, job performance, organizational behavior, but nowadays many enterprises are faced with the frequent turnover of core staff, which brings multiple losses to the company. This paper analyzes the reasons for the loss of core staff from the perspective of psychological contract, and analyzes its risk in depth. Finally, the solution to the problem of loss from the aspects of rationalization of performance, culture of corporate culture and career planning of science is proposed as The study of core staff turnover provides a new paradigm.