The Relationship Between Job Characteristics And Turnover Intention And Emotional Commitment: The Mediating Role Of Organizational Justice

With the down economy, the running capacity of enterprises drops sharply which make the gap between anticipation increase in wage and the actual situation. Because of the rising prices, a large amount of employees regard job-hopping as a resolution to improve the increasingly more life stress after keeping anticipation for their current enterprise for a while. Finally, the turnover of labors, especially the core and the top workers will cause the decrease in competition, the loss of costumers, and the increase in cost. There some researches indicate that the sense of justice and the type of work would impact workers’ altitude and behavior. As a result, it is of the theoretical and real importance to clear job demand, enrich job resources, improve the sense of justice for organization for dragging down turnover intention.Referred to the relative researches domestic and overseas, the research surveyed 420 employees from various types of companies using job resource-demand questionnaire、organizational Justice questionnaire、turnover intention questionnaire、 organizational commitment questionnaire、proactive personality questionnaire(10 items).By the correlation analysis, statistical analysis, regression analysis, structural equation modeling analysis with SPSS 19.0 and Amos 21.0, we achieve these results:1. Emotional commitment of employees have significant differences in the type of business, the average monthly income, turnover intention have significant differences in marital status, work experience, education level, the type of business.;2.Besides the vague roles, work demands and the various dimensions could positively predict turnover intention; work resources and its dimensions have a significant positive effect on affectIve commitment of employees.3. The sense of justice is the mediate between job demand and turnover intention. Job demands can forecast the turnover intention of employees. After joining the organization Justices, and thus affect the organization Justice and then impact on staff turnover intention.4.The sense of justice is the mediate between job resources and affective commitment. Job resources can forecast the affective promise of employees. After joining the organization Justices, and thus affect the organization Justice and then impact on staff affectIve commitment.5.By building a structural equation model, we found that organizational justice in--work demands (except role ambiguity) and turnover intention, job resources and affectIve commitment --the two paths mediation model has been validated, but after the two paths, the fit indices of a unified model did not reach an acceptable level.6. The moderate effect of proactive personality:the proactive personality play a moderate effect on performance feedback、career development and positive organizational outcome variable, but for the job demands affect turnover intention did not play a moderate role..