Employees Organization A Sense Of Fairness, Work Values ​​and Turnover Intention Relationship

Turnover intention refers to the idea that staff intend to quit the current job after a series of consideration, which can directly predict employees' behavior of turnover. Employee turnover is the inevitable problem an enterprise must confront. Reasonable staff turnover can enhance employees' job satisfaction and the job of commitment for the enterprise,which thus continuously enhance the employee's enthusiasm. But the large-scale employee turnover will cause enterprise staff low morale, competitiveness drop, leading to the catastrophic consequences for the enterprise. The research on the turnover intention is relatively ripe abroad, though the study in our country more focuses on the the effects of employee turnover, and research remains to be further discussed the influence factors and mechanism. Therefore, this paper, based on the related theory at home and abroad, tries to put the intention as a starting point, analyzing the relationship among organizational justice, work values, turnover and further discussing the moderating effect of work values on the relation between organizational justice and turnover intention. So there will be certain reference significance and realistic significance in human resource management.This study adopts Colquitt's (2001) the design of organizational justice scale, MaJianhong's work values survey scale and FanJingli's (Farh,1998) turnover intention scale, evaluating 220 enterprise staff from Beijing, Shandong, and Shaanxi Province. The data collected were analyzed by using spss16.0 and the results are as follows:(1) Marital status, age, work years, job position and characteristics of the enterprise have significant effects on organizational justice. Marital status, age, education, job position, characteristics of the enterprise markedly influence work values. Age,education, job position and worke years have significant influence on turnover intention. (2) The perception of organizational justice is in medium level, and the highest is the procedural justice, the lowest is the distribution justice. (3) The perception of work values is in medium level, and the most important is individual demand, job behavior evalution, organizations collective concept as follows in trun. (4) Staff's organizational justice has significantly negative correlation with turnover intention, and the four dimensions of organizational justice also have significantly negative correlation with turnover. (5) Work values have no significant relation with turnover, but the individual demand and job behavior valuation have great effects on turnover intention. (6) Work values have significant interaction effects with organizational justice, namely work values significantly moderate the relation between organizational justice and turnover. After plentiful discussion, we draw the following conclusions from the present study:1,The demography variable in part influence the employee organizational justice, work values and turnover intention.2,In addition to the non-significant corraltion between work values and turnover intention, organizational justice, work values, turnover intention, including each dimension show significant corraltion each other.3,Organizational justice, including its dimension can well predict turnover intention. But as for work values, personal demand and job behavior valuation have good prediction on turnover intention.4,Work values significantly moderate the relation between organizational justice and turnover intention.