Research On The Relationship Between Organizational Justice And Turnover Intention Of Employees

In recent years,increasingly fierce competition between enterprises,has shifted from a resources with the competition of the market to talented person's competition,but the biggest problem facing the current enterprise competition for talent is high employee turnover rate,therefore,how to effectively reduce and reasonable control of employee turnover,has become a realistic problem urgently to be solved in modern enterprise.There are many factors that can affect employee turnover,involving the organization internal and external,work itself and the personal qualities,and many other aspects,and organizational justice is one of the important factors that affect employee turnover intention,there are many scholars studied it,but for the influence of the specific path scholars haven't clear research conclusions.Therefore,based on the three dimensions of organizational justice as the independent variable,turnover intention as the dependent variable,the job involvement as the intermediary variables,fair sensitivity as regulating variable,to build a theoretical model,in order to explore the turnover intention of organizational justice,partly as a result of path for the study of the relationship between organizational justice and turnover intention to make small contribution.This article first related research on previous scholars has carried on the basic of literature review,then based on this,advances the research hypothesis and build a theoretical model,and has carried on the questionnaire design and data collection,after on the samples collected by the questionnaire data analysis to verify the research hypothesis,and in the end,the following conclusions:Employees of distribution justice and interactive justice have a significant negative effect on turnover intention,and procedural justice is no impact on turnover intention,another job involvement in the distribution of partial intermediary role between fairness and turnover intention,in the interactive completely intermediary role between fairness and turnover intention,moreover preference into the interactive relationship between fairness and job involvement have played an important role adjustment,namely the more preference,interactive fair and the smaller the impact on job engagement.Finally,on the basis of the research conclusion,this paper combines theoretical knowledge and management practice to put forward some Suggestions for enterprises,in the hope that it can help enterprises to improve the level of employees' work input,reduce the turnover rate of employees,and create a harmonious and beautiful workingatmosphere.