The purpose of this study is to identify the psychological contracts of the foundation members of public enterprise and the impacts of psychological contract violations on turnover intention in career. To do this, a survey was conducted with the members who joined 4 different public enterprises within 2 years. The data collected from 158 valid surveys were used in the analysis. The psychological contract perceived by newly hired employees is composed of 5 different concepts: ① compensation and opportunity, ② development, ③ job duties, ④ working environment and ⑤ welfare benefits. In the perceptions of psychological contract violation, the mean of ;;welfare benefits’ was shown to be highest as 2.37, whereas the mean of ;;development’ was the lowest as 1.89. As a result, the overall perception of psychological contract violation shown to have a positive (+) impact on turnover intention. Only ;;development’ and ;;job duties’ among 5 concepts were shown to directly positively (+) effect the turnover intention. Furthermore, the organizational citizenship behavior (OCB) as a dependent variable was shown to negatively impact the psychological contract violation or present opposite results upon the concept. The turnover intention was shown to significantly depend on work experiences and type of occupation. Especially the highest perception of psychological contract violation, as well as the lowest turnover intention were associated with the young internship, presenting unusual results. Above results drew some implications that - the appropriate employment placement, and recognition and fair evaluation for the job duty and role would be more effective in reducing the turnover intention of newly hired employees than physical compensation, especially the group of employment, such as young internship and administrative staffs needs to be managed more carefully.
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