Based on social exchange and social context theory, this paper constructs a relationship model among psychological contract violation, labor-management conflict and turnover intention. Through the method of cross-level analysis, this paper discusses the possible impact of psychological contract violation on employee turnover intention and its mechanism. Using the survey data from 189 senior executives and 1366 employees collected respectively, the results show that: psychological contract violation is an important antecedent variable affecting employee turnover intention; The three dimensions of labor-management conflict play an intermediary role between psychological contract violation and turnover intention, and the intermediary effect is still significant different. Organizational culture has a moderating effect on the relationship between conflict of rights, emotional conflict and turnover intention, but has no significant moderating effect on interest conflict and turnover intention. This paper has important referential significance for employees’ psychological contract management, the management of labormanagement conflicts and the construction of organizational culture under the condition of transitional economy.