The Research About The Relationship Between Organization Justice And Turnover Intention Of The New Generation Employee

In the process of evolution and development of the era, the majority of new generation populations growing along with our country’s reform and opening up have gone into the workplace, as a major force for freshmen, they play a role cannot be ignored in the enterprise. Compared with other inter-generation, the new generation of employees have more access to higher education, multi-master system of professional knowledge and skills, can bring significant benefits for the enterprise. However, due to the growth in diverse environments collision of Western culture, a unique mode of thinking and values of the new generation of employees to form a continuous impact on the traditional concept of enterprise management,showed a higher turnover behavior. How to reduce the new generation of employees’ turnover behavior,and retain them for the organization to better serve has increasingly becoming a real problem to be solved in the modern enterprise. So the purpose of this paper is to study the practical problems that exist in the enterprise converted into theoretical issues, based on equity theory, social identity theory and social exchange theory, from the perspective of organizational justice explore the real problem of reducing the generation employees’ turnover behavior to provide a reference for organization Human resource management.This paper takes the new generation employees of local enterprises as research subjects, based on the review of previous theoretical research results, theoretically proposes a hypothetical model with organizational justice, turnover intention, organizational identification and power distance serve as the independent variable, dependent variable, mediator and moderator respectively. The 595 questionnaires was distributed for the new generation employees in the region of Xinjiang, Anhui and Jiangsu 32 enterprises,by the 412 valid questionnaires collected, the hierarchical regression method was employed to verified the relations of organizational justice, organizational identification, power distance and turnover intention. The main conclusions were showed as follows:(1) The organizational justice of new generation employees can significantly negative effect on turnover intention. In others words, the higher the degree that organizational justice, the lower the turnover intention of the new generation employees. Various dimensions of organizational fairness empirical analysis found that distributive justice, procedural justice and interactional justice also had significant negative effects on turnover intention of the new generation employees.(2) The organizational justice of new generation employees can significantly positive impact on organizational identification. In others words, the higher the sense of organizational justice, the higher the level of the new generation employees’ organization identification. Various dimensions of organizational justice empirical analysis found that distributive justice, procedural justice and interactional justice also had significant positive effects on turnover intention of the new generation employees.(3) The organizational identification of new generation employees can significantly negative effect on turnover intention. In others words, the higher the degree that organizational identification, the lower the turnover intention of the new generation employees.(4) Organizational identification had a partial mediating effect betweenorganizational justice and the turnover intention of the new generation employees. In others words, the organizational justice not only had a direct negative influence on the turnover intention of new generation employees, but also had an indirect negative influence on the turnover intention of new generation employees by the positive impact of organizational identification. Various dimensions of organizational justice empirical analysis found that organizational identification also had a partial mediating effect between distributive justice, procedural justice, interactional justice and the turnover intention of the new generation employees.(5) The power distance of the new generation employees had a moderating effect between organizational justice and turnover intention. In others words, the lower the power distance of new generation employees, the stronger the negative influence between organizational justice and turnover intention. Various dimensions of organizational justice empirical analysis found that the power distance of the new generation employees also had moderating effects between distributive justice, procedural justice,interactional justice and turnover intention.These conclusions of the paper not only expanded the theoretical research of the relationship between organizational justice and turnover intention of the new generation employees, but also made an attempt to explore the moderating and mediating variables between organizational justice and turnover intention, the research result confirmed that the power distance and organizational identification respectively had moderating and mediating effects between organizational justice and the turnover intention of new generation employees. These findings would provide useful enlightenments for organization managers. The different power distance of new generation employees could affect their organizational psychology and behavior, organization managers not only should implement practical strategies to improve the sense of organizational justice of the new generation employees, but also should actively cultivate their sense of organizational identification, and for the different power distance of the new generation employees apply different management strategies, so as to effectively reduce the turnover intention of the new generation employees, increasing their willingness to work and output, and thus enhance the core organization competitiveness to achieve sustainable development.