Study On The Sense Of Organizational Justice Of Oil Enterprises' Staff And Its Influence On Job Satisfaction And Turnover Intention

This paper studies the sense of organizational justice of the oil enterprises'staff, studying their psychological composition of it, exploring its predictable effect on the two variables of job satisfaction and turnover intention, and the variable of staff's characteristics'effect on them.Based on the study both here and abroad, the paper puts forward the study composition and theory hypothesis, then designs and carries out the questionnaires. During the pre-investigation, 20 subjects are tested in open-questionnaires, and in the formal investigation,552 questionnaires are proved to be valid. In the end, the data are taken in and analyzed by SPss11.0. A conclusion is drawn from the experimental results.By experimental research, the paper comes to the following conclusions: 1)the four dimensional structure of organization justice proved in the study shows that the interpersonal justice and informational justice , as two independent latitudes, parallelize the distributive justice and procedural justice. 2)the organization justice is notably relevant to job satisfaction. Different latitude of the former has different influence on the prediction of the latter. Distributive justice, informative justice and interpersonal justice have obvious positive prediction on job satisfaction, of which distributive justice has the strongest effect, and then informative justice, and still then interpersonal justice. Procedural justice doesn't show direct effect on it. 3) Organization justice and turnover intention have marked negative correlation. The different latitude of organization predicts different anticipation of the turnover intention. Distributive justice and interpersonal justice both have remarkable negative prediction on the turnover intention, distributive justice predict the most, then interpersonal justice. Informative injustice and procedural justice are not closely related to it. 4) job satisfaction has remarkable negative prediction on the turnover intention. 5) job satisfaction has mesmeric effect on organization justice and turnover intention. 6) the staff's sex and degree have no marked effect on organization justice ,job satisfaction and turn intention. On the other hand, their age, length of service and position do influence their job satisfaction and turnover intention.This paper reveals the effect of interpersonal justice and lack of procedural justice in the prediction of job satisfaction and turnover intention, which differs from many related studies abroad. This paper explores the reasons, based on the intercultural difference.