The Influences Of Organizational Justice To First-line Staff Turnover

According to “Corporate employment and salary research report”, from2011to2013, theaverage turnover rate of staff at around16%that have three small magnitude lower, but thefront-line employee turnover rate of the manufacturing sector has been maintained at19%,much higher than the average turnover rate, also ahead of other industries. Themanufacturing line employees are the company’s core staff, they determine the quality andquantity of products, but also determines the efficiency of enterprises and profits. Therefore,the management of front-line staff have been more and more importance in enterprises.In recent years, accompanying to the rapid changes and growing competition environment,enterprises will take reorganization, merger, transformation and upgrading and othermeasures to maintain a competitive advantage. The enterprise unjust, immoral behaviorimpact of staff attitudes and behavior, leads to further negativity emotions and cynicism.Organizational cynicism is a negative attitude of employees to the organization. Mirvis andDanfeng Liao found that organizational cynicism levels are high at home and abroad, andhas affected almost all of the organization that become part of the contemporary zeitgeist.Scholars have positive aspects from previous job satisfaction, organizational commitment,positive attitude to study its effect on turnover intention, but almost no one studies theimpact of a negative attitude turnover intention, therefore, this paper introducesorganizational cynicism to investigate the organizational impact on the manufacturing lineemployees fair and turnover intention.Based on the literature review and analysis, the paper construct a theoretical model, pre-testquestionnaire, the formal investigation stage, investigate the effects of demographicvariables on each variable, with correlation analysis, regression analysis studied therelationship among the results obtained are as follows:(1) Organizational justice, turnover intention and organizational cynicism show differentdegrees of difference on demographic variables like Gender, education and length of service.They show no difference in other demographic variables like age and marital status.(2) Organizational justice and its dimensions have significant negative correlationdependence of turnover intention. Organizational justice and its dimensions have significantnegative correlation dependence of organizational cynicism, Organizational cynics and itsdimensions have significant positive correlation dependence of turnover intention.(3) Organizational justice and two dimensions has significantly predictive power toturnover intention, Organizational justice and two dimensions has significantly predictive power to organizational cynicism. Organizational cynicism and two dimensions hassignificantly predictive power to turnover intention.(4) Organizational cynicism plays an intermediary role in the organization is completelyunfair influence on turnover intention, the cynical beliefs, emotions and behaviors betweenthe two also play an intermediary role completely.Finally, this paper presents recommendations based on the findings, in order to reduce thelevel of organizational cynicism level employees and employee turnover intention.