Study On The Relationship Among Organizational Justece, Organizational Commitment And Turnover Intention

With the accelerated step of globalization and step-by-step opening policy of our country's financial business, The foreign banks grab the landing numerously and confusedly, in order to contend for the ample marketplace of China , and to excavate the gigantic market potential. With the foreign banks entering and being stationed in, it will definitely snatch the excellent employees who work in the Chinese banks, which will bring about the turnover of the homeland banking employees, How to firmly keep the core employees , and let them form the sustained fidelity to the enterprise , will be one of the most important problems facing the banks' human resources directorsBy reading large amount of the relevance datas ,we find that: there are many researches using organization commitment to forecast the turnover intention, great majority of them focus on the degree of job , for example ,how job satisfaction and job pressure affect organizational commitment ,and organizational commitment affect turnover intention. But it is short of the researches dealing with the turnover intention from organization facet, so this research analyses how the organization justice and organizational commitment to affect the turnover intention. In the research, we divide the organization justice into two degrees: distributive justice and procedure justice, which is adopted by most people And organization commitment is also be divided into the three-dimensional degree which is accepted widely: affective commitment, normative commitment and continuance commitment. We investigate counties and citys of Zhengjiang province and employees who work in the commercial banks. After the investigation, we analyze the relations of them. And with the result ,we want to find out the causes which bring about the turnover intention of the commercial bank employees.The article mainly adopts the SPSS11.0 software to carry out statistic analysis , check the reliability and the validity test of the questionnaire, and we use the relevance and regression analysis between the variables to verify a series of hypothesis. The results suggest that distributive justice and procedure justice have the negative effect on the turnover intention, and the conclusion is consistent with research in the past .From the study ,we find out that the the distributive justice has greater effect on turnover intention than procedure justice. Both of them can effectively forecast turnover intention. At the same time, affective commitment, normative commitment and continuance commitment also have negative effect on turnover intention, which is identical with research in the past. The affective commitment, normative commitment can also effectively forecast the turnover intention, but continuance commitment is unable to forecast the turnover intention of commercial bank employees. Organization justice promises that this intermediary variable effects the turnover intention. That is ,organization justice, not only has directly effect on the turnover intention, but has the indirect effect on the turnover intention by organization commitment which plays the role of the intermediary agent variable . Affective commitment plays complete intermediary role between distributive justice and turnover intention, the normative commitment plays complete intermediary agent role between procedure justice and turnover intention, continuance commitment does not play intermediary effect between organizational commitment and turnover intention. The article has analyzed deep-seated causes which produce the various effects , the director brought forward several countermeasures and suggestions to the banking human resources directors, looking forward to improving employees organization equality, strengthening organization horizontal promise, and cutting down the turnover of employees...