Research On The Relationships Among Salary Justice, Perceived Organizational Support And Turnover Intention Of Knowledge Workers In High-Tech Enterprises

With the rapid development of science, technology and information, Humanhas entered the era of knowledge economy, knowledge become to be one of the coretopics of the21st century, the knowledge workers can grasp and control knowledgeand has unique skills, knowledge workers occupy a large proportion in high-techenterprises, Retaining and hiring these employees effectively can not only reduce thecost of the staff turnover,but also promote the development of enterprises andimprove corporate productivity. However, the rate of knowledge staff’s turnoverhas been rising in recent years,which not only hinders the employees’ careerdevelopment, but also bring big loss to a high-tech enterprise,This paper try to findthe factors affect turnover intention of knowledge staff in high-tech enterprises fromsalary justice and perceived organizational support,to provide theoretical referencefor reducing the turnover rate of these employeesIn theory,There are a lot of discussions about the ralationship between two ofsalary justice, perceived organizational support and turnover intention, However,fewof the sdudy put them into a unified model for research. In addition,There is noempirical research put them into a unified model for knowledge staff in high-techenterprises yet.Therefore, in order to reduce the high turnover rate in the high-techenterprises, this article discusses the relationship among the salary justice and itsdimensions, perceived organizational support and its dimensions and turnoverintention from the perspective of salary justice, This article is mainly divided into the following several aspects:First of all, on the basis of review and summary of the existed literature,thispaper clarifies the theory connotation, structure and the research progress of salaryjustice,perceived organizational support and turnover intention, in addition,thispaper also illustrates the ralationship of this variables, this study has been elaboratedon the basis of proposed4main assumptions and9sub-hypothesis and formed thetheoretical research framework.Secondly, through a questionnaire survey to knowledge staff in high-techenterprises, there are total of300questionnaires were distributed, which effectivelyasked252copied84%of them. This paper uses SPSS19.0statistical software fordata analysis,the methods include reliability analysis, corrclation analysis andregression analysis. In the last, about12assume in this article are adopted in all13hypotheses.1hypothesis is not adopted,the results show that:(1)The salary justice，its dimendsions and knowledge employee’s turnover intention in high-techenterprises is significantly negative correlation, which verified the the conclusion ofmany scholars research on other objects:in general, more fair the salary policy is,thelower employee’s turnover intention is;(2) The salary justice and its dimendsionshave a positive effect on the perceived organizational support of knowledgeemployees in high-tech enterprises,This paper verified the salary justice andperceived organizational support of knowledge employees in high-tech enterprises issignificantly positive correlation,namely,the more faire compensation policy is,thestronger perceived organizational support is;(3)the perceived organizational supportand turnover intention of knowledge employees in high-tech enterprises issignificantly negative correlation,This paper verified perceived organizationalsupport and its two dimendsions(work support and care benefits) have negativeeffect to turnover intention of knowledge employees in high-tech enterprises,thedemension named value identify has no significant negative effect on turnover intention;(4)perceived organizational support plays mediation role between salaryjustice and turnover intention of knowledge workers in high-tech enterprises.thispaper verifies the perceived organizational support plays partial intermediary role inthe ralationship between salary justice and rurnover intention,namely,salary injusticecan decrease the perceived organizational support,then the rate of turnover intentionwill increase.Finally, this paper illustrates the research results,emphasizes the researchconclusion of this article, then points out the limitations of the study and outlook ofthe future research.