Research On Knowledge Employees’ Turnover In Zheiiang Y Expressway Company Based On Organizational Fairness And Commitment

With the continuous deepening of the toll model reform of the expressway industry,the management focus of expressway companies has also shifted from toll collectors to knowledgeable employees such as professional technology and management.How to manage knowledgeable employees is becoming increasingly important.If highway companies want to be invincible in this new wave of industry development,they must build a good corporate management system,strengthen the stability of the knowledge-based workforce,and motivate and play the role of knowledge-based workersEmployee’s sense of organizational justice and organizational commitment can affect and effectively predict employee’s turnover tendency.This study took Zhejiang Y Expressway Company as an example,combined with the current status of the company’s knowledge employees ’turnover,conducted a survey on the in-service knowledge employees’ organizational fairness,organizational commitment and the level of turnover tendency,in order to understand the relationship between the three and help Enterprises reduce the turnover rate of knowledge workers.This study verifies and draws 4 conclusions by combing relevant literature and analyzing data from questionnaires:(1)Each sub-dimension of organizational justice has a positive effect on each sub-dimension of organizational commitment;(2)Each sub-division of organizational justice Dimensions have a negative impact on turnover intentions and can predict turnover;(3)The organization promises that each sub-dimension has a negative impact on turnover intentions and can predict turnover;(4)The organization promises Intermediary role in the influence of turnover intention.Combining the above conclusions,this article puts forward the following suggestions for the human resource management of company Y’s knowledge employees,in order to improve the organization fairness and organization commitment level of company’s knowledge employees,and reduce the turnover rate:(1)Create a more targeted employee compensation system;(2)Build a two-track career development system;(3)Create a corporate culture of humanity management;(4)Strengthen employee turnover risk control.