Psychological contract influences turnover intention mainly by intermediary variables job satisfaction and organizational commitment, organizational commitment is the non-fully intermediary variable between job satisfaction and turnover intention, and job satisfaction puts a better construction on turnover intention than organizational commitment. These influence paths between psychological contract and turnover intention, reflect the knowledge workers＇ motivations and psychological process of turnover intention. From the point of view of incidence, the interpersonal responsibility of psychological contract makes the greatest impact on turnover intention, which reflects the Guanxi Cuhural＇s profound influence to turnover intention.%心理契约主要通过工作满意度和组织承诺的双重中介效应影响离职倾向。组织承诺是工作满意度影响离职倾向的非完全中介变量，工作满意度对离职倾向的解释程度高于组织承诺。变量之间的影响关系，揭示了知识型员工离职倾向的动因及其形成的心理过程。从心理契约构面对离职倾向的影响程度来说，人际型责任影响最大，反映了我国人际关系文化的深刻影响。
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