Fair Remuneration, And Organizational Support To The Study Of Core Employees To Stay

The 21st century will be the era that knowledge economy occupies a leading position, and human resources will become the most important resource of enterprises. Owing to the rare resources such as knowledge and skills the key employees have, they play an essential role in organizations.The turnover of the key employees will bring great losses to the organization,and meanwhile the contest for the talent becomes more and more severe nowadays, it would be the right time to disscuss how to retain the key employees.In the researches about employees' retention before, most of the researchers regard retention as the opposition of turnover. As a fact, differ from turnover intention, employees' retention including whether employees indentify with the organization and be loyalty to the organization, and also including whether they have great interest in the job and will work hard in the organization. So in this paper, three indexes are chosed to measure employees' retention, which including turnover intention, organization commitment and job involvement.Compensation is one of main factors that influence employees' retention. To key employees, compensation not only means money, it also means organization's appreciation of their value. Not only caring about the outcomes of the distribution, the key employees care about the process of distribution as well. We discussed the two factor model of compensation justice, which including distributive justice and procedural justice in this paper. Afterward, we had done several researches about the relationship between the compensation justice and employee's retention.Organizational support theory is quite a useful theory which could explain the relationship between organization practices and employees' attitude. In this paper, organization support theory is used to explain the relationship between compensation justice and employee's retention.Based on the researches before, the theoretical model is constructed.And 282 questionnaires were collected in this research. Using SPSS13.0 statistic software, datas were analyzed and hypothesises were examined. At the end of this paper, we concluded some constructive suggestions which might be meaningful both to management and organizational practices.Our main conclusion as follows:(1) Two dimensions of compensation justice have a negative influence on employees' turnover intention. Distributive justice is a significant predictor of employees' turnover intention.(2) Two dimensions of compensation justice have a negative influence on employees' organizational commitment. Distributive justice and procedural justice are both significant predictors of employees' organizational commitment.(3) Two dimensions of compensation justice have a positive influence on employees' job involvement. Procedural justice is a significant predictor of employees' job involvement.(4) Organizational support theory could explain the relationship between compesation justice and employees' retention well. Compensation distributive justice influences employees' turnover intention, organizational commitment, partially mediated by perceived organizational support. Compensation procedural justice influences employees' organizational commitment, job involvement totally mediated by perceived organizational support.