Study On The Relationship Between Organizational Justice And Turnover Intention Of Knowledge-based Employees In High-tech Companies

In the era of knowledge-based economy,knowledge has gradually become the core force for the development of enterprises and the enhancement of competitiveness.High-tech companies are constantly developing new fields through technological research and invention,or are constantly seeking development and progress within the scope of the original field.Therefore,knowledge is particularly important for high-tech companies.Knowledge-based workers who can own and use these knowledge and technologies are the support for the advancement and development of high-tech companies.However,in the past three years,the initiative turnover rate of knowledge-based workers who work in high-tech enterprises have always been at the top of the industry.Therefore,in order to fundamentally solve the problem of high turnover rate of high-tech companies,this paper starts from the turnover intention of the knowledge-based employees in high-tech companies.This paper will researches the intention of them who want to leave their organization after they are not satisfied with the organization.This paper takes the knowledge-based workers of the high-tech enterprises as the research object and constructs the theoretical model of this paper through combing and reviewing the related literature.Organizational justice is the independent variable.Psychological contract is the intermediary variable.Turnover intention is the dependent variable.Firstly,the paper defines the definitions and the dimensions of three variables and summarizes the related researches.Then 28 theoretical research hypotheses are proposed on the basis of literature review and related theories.Secondly,the questionnaires of this paper are designed by the maturity questionnaires and the characteristics of the research object in this paper.Then through on-site distribution and social media distribution such as QQ and We Chat,etc.,this paper collects 292 valid questionnaires from knowledge-based workers in high-tech enterprises in four regions of Jinan,Qingdao,Beijing,and Guangzhou,and then uses SPSS19.0 and AMOS 17.0 software to organize the data.And this paper analyzes and verifies the theoretical research hypotheses proposed in this paper.The research results show that: firstly,the sense of justice and its various dimensions(distributive justice,procedural justice,and interactive justice)of high-tech companies' knowledge-based employees have a significant and negative effect on their turnover intentions;secondly,except for procedural justice to regular psychological contract,the sense of justice and its various dimensions(distributive justice,procedural justice,and interactional justice)of knowledge-based employees in high-tech companies respectively have a significant and positive effect on psychological contract and their various dimensions(regular psychological contract,interpersonal psychological contract,and developmental psychological contract);thirdly,the psychological contract and its various dimensions(regular psychological contract,interpersonal psychological contract,and developmental psychological contract)of knowledge-based employees in high-tech companies all have a significant and negative effect on their turnover intentions;fourthly,The psychological contract of knowledge-based employees in high-tech companies plays a mediating role between organizational justice and turnover intention.And the regular psychological contract,interpersonal psychological contract and developmental psychological contract respectively plays a part mediating role between organizational justice and turnover intention.But the regular psychological contract of knowledge-based employees in high-tech companies plays no mediating role between procedural justice and turnover intention.