The main purpose for this dissertation is to discuss the relationships between Managerial Value (MV), Organizational Citizenship Behaviors (OCBs) and Employee Retention (ER) under different Human Resource Strategy (HRS) .

Based on employee retention research and social resources theory,this paper proposes a construct for motivation to protect existing resources,the purpose of which is to develop and validate an instrument measuring the construct, in order to indicate the motivation mechanism behind the predictors in employee retention research.

Due to many reasons,the psychological contract between the remaining employees after company layoff and enterprises may be damaged,which further affects the development of remaining employees and enterprises.

This research aims at exploring the relationship of corporate culture and employee trust by empirical analysis, in order to provide the suggestions to the corporations who want to increase the employee trust by building corporate culture.

For the two facets of employee psychological contract which are organization obligation and employee obligation,the results about three-dimension mode,difference of demographic variables and the relationship between them are drawn by analysis.