The Study Of The Relationship Of Organizational Justice, Organizational Identity And Turnover Tendency For First-Line Managers

In the knowledge economical era, intensifying competition between enterprises, the organization facing the pressure of layoffs and annexation,"quit" the word can also become no longer strange, the resignation is more and more common. So how to effectively keep employees-organizations’relations and to reduce the liquidity of enterprise employees have become the focus of managers and researchers in today’s organizations. In1987, American scholars, Greenberg, firstly put forward the concept of "organizational justice", the definition is justice perceptions that the people experience in the organization. Organizational justice theory is the foundation for exploring the relationships between employees and organizations.On this foundation, under both domestic and abroad literature, this study select first-line managers as the research object to do the empirical research, using the questionnaire survey to explore the relations of organizational justice, organizational identity and turnover tendency, so as to provide reference for the enterprise human resources management. In investigation process, we chose the different enterprises of the zhejiang province, Shanxi Province, Beijing, Shanghai, Shanxi, Shenzhen and other cities,and use SPSS software to test the data of the questionnaires.The study tests the questionnaire data by using correlation analysis, regression analysis, variance analysis and so on, the research shows that:(1) Organizational justice and organizational identity has the positive correlation for the first-line management. On this basis, organizational justice can be used to predict the overall organization identity, the positive evaluation, emotional closeness, and to predict the organization cognition, independent behavior, distributive justice can influence organizational cognitive, and independent behavior and procedural justice has significant effect.(2) For the first-line management, organizational justice and turnover tendency has obvious negative correlation. At the same time, organizational justice can predict turnover tendency.(3) For the first-line management, organizational identity and turnover tendency have significant negative correlation. At the same time, in all dimensions of organizational identity, positive evaluation, emotional closeness, organizational cognitive can predict turnover tendency.(4) Organizational identity plays a mediating role between organizational justice and turnover tendency, but not every dimension plays a mediating role.(5) Part of demography variables have significant differences between the organizational justice and turnover tendency. And part of demography variables play a regulatory role between the organizational justice and turnover tendency.According to the results, to improve first-line managers organizational justice and organizational identity, the study puts forward corresponding management advices and prospects. The enterprises should especially pay attention to reduce the enterprises’turnover by improving organizational justice and organization identity.The organization shall strive to create a fair environment, improve the organizational identity for the organizational members, and focus on the members’self-actualization, which can reduce first-line managers’ turnover.