The Research Of Software Engineer's Organizational Justice And Its Relationship With Job Satisfaction And Turnover Intension

A great deal of domestic and abroad study shows that organizational justice and jobsatisfaction are two crucial elements which affect employees' turnover intention. The degreeof organizational justice can affect employees' attitude and behavior significantly. By takingthe software engineer as a sample, this paper will explore organizational justice's dimensionsand its relationship with job satisfaction and turnover intention at first. Then this paper putsforward practical advice on business management by the results.First, this paper shows the contents and significance of the research.Secondly, based onthe study at home and abroad, this paper proposed study framework and methods. Thirdly,this paper obtains 169 valid questionnaire data. Fourth, the data are taken in and analyzed bySPSS 16.0. In the end, a related conclusion is drawn from the experimental results.By the empirical analysis, the research findings are as follows:1.The employee's sex has no remarkable effect on organizational justice, job satisfactionand turnover intention. Their marital status and age have no remarkable effect on jobsatisfaction. The software engineer's educational background and annual income havedifferent remarkable effect on organizational justice,job satisfaction and turnover intention.2.The various dimensions of organizational justice and job satisfaction are obviouslyand positively correlative. The relational coefficient between interaction justice and jobsatisfaction is highest. Distribution justice and procedure justice have different effect on jobsatisfaction.3.The various dimensions of organizational justice and turnover intention are obviouslyand negatively correlative. The relational coefficient between distribution justice and turnoverintention is highest. Interaction justice and procedure justice have different effect on turnoverintention.4.The various dimensions of job satisfaction and turnover intention are obviously andnegatively correlative. The relational coefficient of organizational environment and leadershipis highest, work and relationship among colleagues have different effect on turnover intention.5.Job satisfaction is the mediator between organizational justice and turnover intention.6.By the two-way ANOVA, demography variable and job satisfaction are moderatorsbetween organizational justice and turnover intentions.According to the conclusion,this paper gives several suggestions to the managers ofsoftware companys.This paper may be of use in following aspects: enhancing softwareengineers' organizational justice,improving their job satisfaction, decrease employees' turnover intention.