Research On Organizational Justice,Affective Commitment And Turnover Intention

With acceleration of the process of world economic integration,rapid rise of e-commerce platforms,increasing demand of people,and strong support of national policies,the express delivery industry has entered a period of rapid development.The express delivery industry is a typical labor-intensive industry,relying on a large amount of labor.At present,great mobility and low stability of express delivery employees are likely to have some negative impacts on the express company,such as inadequate service,customer loss,increased recruitment costs,and decreased employee motivation.The main reason for the turnover of express delivery employees is that they think their work intensity is high while salary is low.Since their own contribution is not proportional to income,they feel the express company treat them unfairly.Therefore,it has become an urgent difficult problem for scholars and managers to improve the organizational justice sense of express delivery employees,attract and retain employees,and reduce the turnover intention of express delivery employees.This study explores the management of turnover tendency in express company.By reviewing the related theories of organizational justice,emotional commitment and turnover intention,this thesis proposes research hypotheses and constructs an influencing model of postal delivery employees’ turnover intention based on organizational justice.Taking the delivery staff of Shenzhen Post as an example,through the form of questionnaire survey,hypothesis test is carried out on the collected data,and the relationship between organizational justice,emotional commitment and turnover intention is analyzed.By analyzing the data from 211 questionnaires,the following findings were obtained:One is the emotional commitment of postal delivery employees is at general level,so postal management personnel should pay attention to the needs of employees and enhance their emotional commitment.In addition,the sense of organizational justice of postal delivery employees is also at average level,among which the distribution fairness has lowest evaluation value.Managers of postal service should pay attention to employees’ demands for salary,improve their sense of organizational justice and emotional commitment,and reduce their turnover intention.The other is emotional commitment negatively affects the turnover intention of postal delivery employees,and also acts as a mediator of organizational justice perception affecting turnover intention.Emotional commitment plays a partial intermediary role in the distribution of fairness and turnover intention,while plays a full intermediary role in the process of fairness and turnover intention.Therefore,enhancing the sense of fairness of postal delivery employees can not only improve their emotional,but also effectively reduce their turnover intention.Based on the research findings,this thesis proposes corresponding management suggestions for the managers of Shenzhen Post,such as establishing a scientific salary system,increasing the participation of employees,and strengthening the construction of corporate culture.