The Relationship Between The Knowledge Employee Person-Organization Fit Ahd Organizational Identification And Organizational Justice And Turnover Intention

21st century is the era of knowledge economy. With the intensifying competition, the enterprises all around the world shift their focus from material capital to knowledge capital; and the knowledge workers become the focus. As the knowledge owners, they become more and more important in the enterprises and their departure caused incalculable losses to their employers. At present, the turnover rate of the employee increases significantly in our country; many enterprises are facing the embarrassing situation of difficult hiring and retention. Therefore, the priority of enterprises now is to employ staff matching with the organization in the core characteristics and improve their organizational commitment in order to reduce the turnover rate.Based on the questionnaire survey of 294 employees, this research analyzes the influence mechanism of personal- organization fit on the knowledge employee turnover intention on the individual level and organization level, and also explores the role of the organizational identification and Organizational justice in the mechanisms. With the help of SPSS22.0 and AMOS18.0 statistical software, the research analyzes the collected data based on confirmatory factor analysis, correlation analysis, hierarchical regression analysis and so on, and get the following conclusion:First, examining the reliability and validity of four variables(organizational identification, Individualorganization fit, turnover intention and organizational justice) through empirical research. The results show that the four variables meet the requirements of psychometrics.Second, the difference of different gender of employees on each dimension of the personalorganization fit was not significant(p > 0.05); the differences of different age, working years, cultural level, the nature of the job category and unit are significant in the individual dimension of Individualorganization fit.Third, organizational identification has played a role of partial intermediary between values, culture, goals, needs-abilities, resources-opportunities and turnover intention, and did’t play a role of intermediary between work attitude and turnover intention.Fourth, cultural atmosphere has a adjustment function between procedural justice and turnover intention; values, work attitude, goals, needs-abilities, and resources– opportunities do not have a adjustment function between cultural atmosphere and turnover intention.Fifth, illustrating the insufficient of this research and the problem that needs further efforts.