Study On The Effect Of Organizational Justice Perception On Turnover Intention

Since the middle of last century, scholars began to study the structure of theperceived organization justice and its effects on behavior and attitudes variables.Perceived organization justice research in China started late, and most domesticstudies conducted on the basis of foreign, lack of localization features. In the studyof the staff withdraw behavior, scholars have found that employee’s turnoverintention is getting high despite increasing pressure on employment. The traditionalresearch on turnover intention has always focused on how to improve theorganizational system to improve labor relations and motivate employees andcontribute to the achievement of organizational goals. Scholars have found it’sbecoming more and more difficult to achieve absolute justice in traditional way.They want to change the employee’s perceived justice from the subjective, so thatresearch on individual perceived justice is of great meaning.With employees in China as the research object, this research was mainlyintent to establish and validate the intermediary role model of perceived justice andemployee turnover intention by introducing in satisfaction and organizationalcitizenship behavior. Firstly, came up with the background and significance of thestudy by analyzing the Chinese people and culture and other factors and reviewedthe research status of perceived justice and employee turnover Intention. Secondly,conducted theoretical analysis on the direct and indirect effect of organizationaljustice on turnover intention; thirdly, raised empirical research hypotheses anddesigned the process; then used ANOVA to analyze demographic factors’ impact onthis study, and verified the hypothesis and modified the model with SEM; finally,drew the research conclusion according to the data analysis and put forward theoutlook.Final conclusion has been drawn. Distributive justice affects the turnoverintention directly while interact justice indirect effect is greater than the directeffect. Compared with the other two dimensions, the impact of interact justice onOCB and job satisfaction are significantly larger. Procedural justice affects theturnover intention with the mediating role of job satisfaction. To a certain extent,procedural justice stands for development and implementation of organizational system which affects the employee’s turnover intention by the job satisfaction’sintermediary role.