A Study Of Job Satisfaction,Organizational Citizenship Behavior And Turnover Intention Based On Organizational Justice

At present, Chinese enterprises pay more attention to the importance of organizational justice during the human resource management. A lot of theories believe that the levels of the organizational justice will directly affect the employees’ job satisfaction, organizational justice and turnover intentions. Theses theories also make organizational justice become one of the important topics in human resource management in many enterprises. Fairness, contains three dimensions known as the distribution fairness, procedural fairness and interactive justice of job satisfaction influences organizational citizenship behavior and turnover intention in the different way. Therefore, it is important to study organizational justice’s influence on each dimension. At present, the research of organizational justice and the relationship among these three variables is still in the initial stage; this thesis will study on this field to provide more accumulated theory and practice.Based on the literature, statistics and empirical, this thesis employs all means of organizational justice, job satisfaction scale, organizational citizenship behavior scale and use staff in China Mobile as a sample source with detailed questionnaire. Then on the basic of valid and reliable analysis, the thesis studies the influence among fair distribution, procedural justice and international justice to job satisfaction, organizational justice and turnover intention behavior. Results are:firstly, organizational justice has positive effects on job satisfaction, organizational justice has the most influence to the salary satisfaction, procedural justice influences the promotion satisfaction most and interactive justice affects the satisfaction of the supervisor most; Secondly, organizational justice has obvious positive affects on the organizational behavior, distribution justice influences the relationship most, procedural justice influence the acceptation to the organization most, interactive justice affects the responsibility; At last, organizational justice has negative influence on the intention to resign, distribution justice has the most important role.Based on the results of this thesis, the author provides many main measures and further recommends for the companies to enhance the organizational justice, such as creating a business fair working atmosphere, people-oriented leadership style to improve and promote the mutual development between employees and enterprises. This study has important practical significance for the promotion of enterprises in the new period of development and constantly improve their own problems in fairness staff organization, strengthen staff personalized to meet the demand, improve the fairness of the organization in the management process.