Study On Relationships Among Organizational Justice, Career Satisfaction And Turnover Intention

Based on previous related researches, this study focused on the relationshipsamong organizational justice, career satisfaction and turnover intention from a sampleof employees in manufactory enterprises by using empirical methodology. Theresearch mainly explored how organizational justice influences career satisfaction andturnover intention and how career satisfaction influences turnover intention. We alsotest the mediating role of perceived organizational support (POS) betweenorganizational justice and career satisfaction and turnover intention. The paper alsodiscussed how different individual attributes affected the above variables.The research generated hypotheses based on previous studies, chose a bignational manufacturing enterprise as an example and sent out432questionnaires, andfinally354questionnaires were proved to be valid. The data were analyzed bySPSS15.0to test the hypothesis. And at last, the results of empirical study werediscussed. The main conclusions are as followings:(1) Organizational justice and its four dimensions have remarkable positiveprediction on career satisfaction and negative prediction on turnover intention;distributive justice has the strongest impact on career satisfaction, while interpersonaljustice has the strongest impact on turnover intention.(2) Organizational justice has remarkable prediction of POS.(3) POS has remarkable positive prediction on career satisfaction and negativeprediction on turnover intention.(4) POS fully mediates the relationship between organizational justice andturnover intention and partially mediates the relationship between organizationaljustice and career satisfaction. The mediator role of POS varies across the relationshipamong different dimensions of organizational justice and career satisfaction andturnover intention.(5) Career satisfaction has remarkable positive prediction to turnover intention.(6) Staff’s different individual attributes have effects on organizational justice, perceived organizational support, career satisfaction and turnover intention.