Research On How Organizational Justice Affect Employee’s Turnover Intention Of Labor Dispatch Employees

In1999, in order to solve the state-owned enterprise laid-off workers re-employment problem, Beijing City, the introduction of the first labor services dispatching employment way. Compared with other forms of employment, labor dispatch although smaller, but development rate is rapidder, and in various regions in all of the industry emerged in the proportion rising trend. According to the National Federation of trade unions " domestic labor dispatch investigation report ", at present our country labor dispatch has reached60000000people, from the low-end labor post, intermediate technical positions to senior management positions, involving almost all the work. On one hand, labor dispatch in promoting employment, reducing employment cost of enterprises plays an important role in. On the other hand, labor dispatch employees show not actively work, work efficiency is low, personnel flow rate is high. Taking into account the labor dispatch employees on wages and benefits, training and development, working environment, occupation development and so on formal employee, but will suffer from social discrimination, this paper chooses the labor dispatch employees as the research object, through the different between the employer survey contrast, of labor dispatch employees’ organizational justice and job orientation relationship.Organizational justice concept is the earliest by western scholars, which means the member of the organisation, environmental equity sensitivity. Turnover intention, refers to the employees have left the organization idea, this tendency may directly cause turnover behavior. Turnover intention is to understand and study of employee turnover is one of the important indexes. This article in view of the present labor dispatch market present situation and characteristics of labor dispatch employees, based on the flow of labor theory and the theories of labor market discrimination, in the collection of data to the extent feasible, select a different bank labor dispatch workers to carry out exploratory empirical study. From the structural point of view, this paper mainly research on the following aspects:The first chapter is the introduction. This chapter mainly introduces the research background, research purpose and significance, research methods, research contents and the research train of thought, and expounds the innovation of research and study limitations.The second chapter, is the related theories and literature review. This chapter first to labor economics labor flow theory and the theories of labor market discrimination were described and explained, followed by the labor dispatch, organizational justice and turnover tendency research literature review. And then the article related to other literature. Finally, to all theory and literature summary.The third chapter, is to study the design. As an empirical articles, this chapter introduces the research model, the research hypothesis, research tools and research methods, the study sample. In the previous theory and evaluation scale on the basis of construction, design the questionnaire.The fourth chapter, is the empirical analysis. This chapter includes the reliability analysis, descriptive statistical analysis, correlation analysis, regression analysis. Do a good job in the survey and preparation, collected by questionnaire, this paper applied statistical software to sample statistical information analysis.The fifth chapter is the conclusion and the suggestion. This section includes the empirical conclusion, and based on the above conclusion, the labor dispatching high staff turnover problem puts forward the countermeasures and suggestions.The sixth chapter is the conclusion. The last chapter context, the article carries on the summary.This paper has not only enriched the labor dispatch employees on organizational justice and job performance in the empirical research, but also for the improvement of labor dispatch management and situation provides a theoretical basis, but also for enterprise managers to reduce staff turnover rate, tarry talent to offer advice and suggestions.