| In recent years, our country’s graduate employment problem has caused widespread concern and attention from all sectors of society. According to statistics, China has6.11million college graduates in2013,2.1million graduates have not found job in2012, college employment have reached to8.1million in2013. On the one hand, the major enterprises improve the standard of talent selection, a variety of job offers also significantly shrink, making graduate have bigger pressure. On the other hand, relevant research data pointed out that many new employees after one to two years, or even a trial period will take the initiative to leave. Turnover intention problem about new employees is attracting wide attention of scholars at home and abroad. Although the turnover rate of new employees are not the same, but the high turnover rate about new employees has become headache problems to managers. New employees who have special characteristics, when they enter a business their heart is often accompanied by a sense of strangeness and tension, this process will experience great mental shock. During this period, new employees will be treated as their direct superior access to information and an important source of perceived fairness, if the reaction of distributive justice and procedural fairness is the perception of the organization, then the interactive justice is the perception of the spokesman in the organization, we can see that interactional justice also directly determine the distributive justice and procedural fairness perception. New employees and their immediate superiors formed the nature and quality of interaction, it will largely affect the fate of new employees.Many factors affect the turnover intention, such as job satisfaction, organizational support, organizational justice and organizational citizenship behavior. This paper selected interactional justice as independent variables, affective commitment as a mediating variable to study both the relationship between turnover intention. previous studies have put the three variables in one study is relatively less. Another research object of this paper is a new employee of Dalian banking, chose such a group, First of all, because banking is one of the main choice of many college graduates, campus recruitment of the bank will accept a large part of the graduates every year. Secondly, domestic research for banking industry’s new employees turnover study also is less, so to some extent, it can enrich the existing theories. Finally, it is due to the questionnaire, the author can more easily get more real and valuable data, so as to guarantee the quality of the entire study. The whole thesis is built on the basis of literature research, empirical test using SPSS19.0. we want to find the relationship about interactional justice, affective commitment and turnover intention.This paper is divided into five parts. The first part introduces the research background, significance, research methods and procedures, research innovation and research framework. The second part first defines the definition of new employees and then reviewes the interactive justice, affective commitment and turnover intention literature, to lay the foundation for subsequent empirical research. The third part is the study design. In this part,the main object of this study is clear, defined on the three variables proposed hypotheses and models. The fourth part is to use SPSS19.0to do data analysis, this section includes descriptive statistical analysis, validity and reliability, differences in demographic variables analysis, correlation and regression analysis. The fifth part is to summarize and analyze the causes and the corresponding management recommendations.By empirical research, the following conclusions are researched.First of all, the interactional justice and affective commitment level of new employees in Dalian banking is higher than the average level. Turnover intention is low level, this also reflectes the Dalian banking departure level for new employees. Second, different demographic variables on the interactional justice and turnover intention have significant difference. Work seniority and job categories can produce significant differences on interactional justice and turnover intention; The property of the banks has different influence on interpersonal justice、 information justice and turnover intention. Third, the two dimensions of interactional justice, interpersonal justice and information justice have significantly negative prediction function to turnover intention. Finally, affective commitment plays a partial mediation role between interactional justice and turnover intention, but information justice will not play any role of turnover intention.There are two innovation of this study. Firstly, foreign research results have been relatively abundant about research on employee turnover issues in recent years.But it is not sufficient for the new employees in bank, the paper select new employees in Dalian banking as the research object, it is more targeted. In this paper, the research results show that the new employees for the banking industry, the interactional justice can better predict the new employees turnover intention, the conclusion has the certain innovation. Secondly, This article select "interactional justice" as antecedent variable of "turnover intention", because it has shown leadership and interpersonal interaction between employees fair variables are better able to predict the behavior of employees, from a point of view in China scenarios select "interactional justice" as the antecedent variables are also relatively new and more practical significance. In this article, I have also made a meaningful attempt to enrich the content of the interactional justice scale.In future studies, it is possible by expanding the scope of the sample, increasing research variables, through interviews and other ways to continue and perfect the mechanism between interactional justice and turnover intention. |
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