Manufacturing Frontline Staff Job Insecurity Impact On Turnover Intention

In recent years, the manufacturing enterprises faced big challenge because of the economic crisis. However, frontline employees had a large proportion in the manufacturing enterprises, they felt lack of security about the job itself and important characteristics of the job in the economic recession. In addition, frontline employee’s high turnover rate had also been paid much attention to, enterprise management personnels were to take measures to reduce the high job insecurity and turnover rate of the frontline employees in manufacturing enterprises.The main content of this research included three aspects, revised job insecurity questionnaire, verified organizational justice questionnaire and turnover intention questionnaire, explored demographic variables (gender, age, educational level and job tenure, marital status) affecting job insecurity and turnover intention, and explored the relationship between job insecurity and turnover intention and organizational justice’s moderating effect.The study adopted revised job insecurity questionnaire, verified organizational justice questionnaire and turnover intention questionnaire, investigating287frontline employees of manufacturing enterprises in Jiangsu Province. The aim was to explore the relationship between job insecurity and turnover intention, and further explore organizational justice’s moderating effect between job insecurity and turnover intention by analyzing data with Spss11.5and Lisrel8.80. Results were as follows:(1) The construct of job insecurity consisted of five factors. They were insecurity of job loss, insecurity of promotion and development, insecurity of interpersonal relationship and competition, insecurity of payment and welfare, insecurity of job execution. The revised job insecurity questionnaire had high reliability and validity.(2) Significant differences of job insecurity were found on the four variables of gender, age, educational level and job tenure, but no significant differences on marital status.Employees with different gender, age, marital status and job tenure had significant difference in the level of turnover intention, but no significant differences on educational level.(3) There were significant positive correlations between job insecurity including five factors and turnover intention, and there were significant negative correlations between organizational justice including three factors and turnover intention. (4) Organizational justice can moderate the relationship between job insecurity and turnover intention, leader justice, leader interpretation and procedural justice can moderate the relationship between job insecurity and turnover intention, but distributive justice can’t moderate the relationship.