The Research On Relationship Of Salary Justice And Turnover Intention Of High-tech Enterprise's Key Employee In Changchun

The 21st century is the era of economy of knowledge. Key Employee of the latest technology enterprise play a very important role in the future competition of the company, That's because they have the core resources which the enterprise will need, such as the knowledge, the skill, the experience and so on, they will often be playing the important role in the enterprise, once they resign, it will bring various loss to the organization, therefore to discuss the core staff of the latest technology enterprise will have the great significance.The salary is a very important factor which can make the staff active, it is not only a material drive, but also a spiritual drive. To a certain extent, It had affirmed the staff's contribution to organization and approved staff's own value. The staff not only cares about the result of the salary assignment, but also the process of the assignment.Therefore the fair degree of the enterprise salary system will affect staff's working attitude and behavior enormously. This article take Our country Changchun High technology and new technology Enterprise core worker as the object, will discuss the relationship between justice salary of the organization, organizational Commitment and Turnover Intention. At the same time we hope can give some useful suggestion to the enterprise.This paper describes the research problem and its significance, and then reviewed the existing relevant literatures and summarized them. Finally,, we change the salary justice into distributive justice, procedural justice and interactional justice three dimensions according the research scholars, and introduce the intermediary variable organizational commitment, which was divided into affective commitment, continuous commitment and normative commitment,to explore the role of organization commitment on the relationship of salary justice and the turnover Intention.On the basis of this study we proposed the theoretical model:salary justice work on the turnover intention by the organizational Commitment. And on the basis of the model we put forward the hypothesis:distributive justice of the three dimensions has positive affect on organizational commitment; procedural justice has positive affect on organizational commitment; interactional justice has positive affect on organizational commitment; The three dimensions of salary justice have negative effect on the turnover intention; organizational commition play some intermediary role on the relationship of salary justice and turnover intention. In order to test the assumptions made, this paper adopts the method of simple random sampling tech Development Zone, Changchun City, a number of high-tech enterprises to conduct investigation and study questionnaires were distributed and 200 questionnaires,168, 12, after removing invalid, the remaining 156 valid questionnaires, the questionnaire response rate was 78%. After analyzing the data collected showed that all scales have good validity and reliability. In this paper, SPSS 17.0 software also describe data statistical analysis, factor analysis, correlation analysis, regression analysis, test assumptions made by the Institute. Drawn conclusion of this article:1. The three dimensions of salary justice have positive effect on the three dimensions of organizational commitment, including the effect of distributive justice on the affective commitment is bigger than the effect on the Continuance Commitment and normative commitment, indicating that if the high-tech enterprises pay done equally in the distribution of the results, employees will feel fair, which will increase their business relationship. Continued commitment has more effect on the procedural justice than the affective commitment, indicating that high-tech enterprises have saraly procedural justice,which will makes employees feel more promising of the enterprises and increase their sense of procedural fairness. Interactional justice have more effect on the continued commitment and emotional commitment than the normative commitment, indicating that if high-tech companies have more communication with his employees,consider their suggestion in the process of developing and implementing the business of pay, this will increase their sense of corporate recognition.2. The salary justice have negative on the turnover intention. Which have different effect. distributive justice> interactive justice> procedural justice. Distributive justice have the greatest impact on the turnover intention. This shows that employee of the high-tech enterprises are paying more attention to individua employee's pay at work and received in return for the enterprise, and this assessment of would have a huge impact on his departure.3. Through the salary and organizational commitment influence on the turnover study, we find that distributive justice play a role in turnover intention through the affection commitment, procedural justice, and interactional justice is through affective commitment and normative commitment. This shows that the core employees of high-tech enterprise as business enterprise distribution system will have a positive or negative feelings on the company, which will have great influence o their remains in the company. However, a continue commitment of the three variables do not play a role on the turnover intention in the previous study, we confirmed that the three dimensions of salary justice to have a significant impact on the continue commitment, but they do not have the effect on the turnover intention by the continue commitment, indicating whether the staff will stay at the company have effect with his good future development in the company.the results with the number of salary distribution has little effect.By regression analysis, we can know organizational commitment plays part intermediary role between the salary justice and turnover intention,this will enable us to be clear how the salary justice have effect on the turnover intentionBased on the conclusions of the former study of this article, this paper proposed the following recommendations to the managers, hope high-tech enterprise managers make a fair remuneration system for the development and management to enhance their core sense of belonging among employees and business enterprises loyalty, reduce their turnover rate, play a key employee performance, thereby enhance the attractiveness and competitiveness of enterprises:1. Salary justice is a very important factor on the impact of turnover intention o the core employee,.companies must be possible to make it more standardized, transparent, fair and equitable distribution in the development of pay system, rule-based, and to follow strict procedures so that employees feel their pay and the business of their return is the same, harder and less young and old, to raise staff salaries allocated to the business fair to judge. 2. For the high-tech enterprise core employees, they pay more attention to the fairness of the allocation procedures and pay system design and implementation process if they are able to participate, to communicate with their superiors,whether to seek the views of subordinates, if they are to be respected, it is very important. It will make staff commitment to the organization have a great emotional impact, and thus cause them to leave it wants, and this pay-related business during the policy formulation, modification or implementation process must allow employees to participate.Therefore, the current domestic high-tech enterprises in the formulation, modification or repeal pay system, must allow the workers to participate, to express their views, promote democracy and listen to their views, especially the core staff, which will greatly enhance the core staff sense of loyalty to the enterprise and reduce their turnover rate, which play a central staff performance, thereby enhancing the attractiveness and competitiveness of enterprises.3. In addition to salary distribution business results and pay attention to the formulation, implementation process more equitable, the core staff of the high-tech enterprises, or they have a wealth of management experience, or have a more professional skills, or to grasp the core of the enterprise resources, some people at the same time also pay attention to whether the enterprise can realize their value, pay more attention to their own future development of enterprises, this is how they will produce the turnover intention. This is a very important business considerations, when the high-tech enterprises deal with core staff salaries, should also be taken into account equity if the company can meet their needs of the employee development and self-realization.