A Study Of The Relationship Between Turnover Intention With Organizational Justice And Turnover Intention With Affective Commitment Among Senior Managers In Private Enterprises

Purposes This paper aims to analyze the factors related to the organizational environment level and the individual level of the senior managers in Chinese private enterprises through qualitative analysis.On this basis,this paper analyzes the relationship between turnover intention with organizational justice and turnover intention with affective commitment through questionnaire survey.Methods Qualitative analysis: Through the interviewing of 20 senior managers from enterprises in National Hi-Tech industrial development zone of Taiyuan Shanxi Province,this paper divides the collected data into "three-level code",which rationally delineates the core category.It also defines the conceptual meanings of key variables and selects the appropriate measures.Questionnaire survey: According to the results of reviewing researches and qualitative analysis,this paper puts forward the theoretical model.This questionnaire is composed of the scientific scales at home and abroad,and used to investigate 297 senior managers in 112 companies in Taiyuan.Results Qualitative analysis: This results show that organizational justice and affective commitment are the key factors which influence job satisfaction and turnover intention among senior managers in private enterprises.The meanings of organizational justice includes fair development opportunities,equal treatment,information of fairness and fair procedures.The meanings of affective commitment contains a sense of belonging,common values and work meaningful.Questionnaire survey: Correlation analysis shows that there is a negative correlation between turnover intention with organizational justice(r =-.37,p<.01)and turnover intention with affective commitment(r =-.29,p<.01).Meanwhile,the relationship between job satisfaction with organizational justice(r =.68,p <.01)and job satisfaction with affective commitment were positively correlated(r =.58,p <.01),turnover intention and job satisfaction were negatively correlated(r =-.37,p <.01).Regression analysis shows that the regression coefficient is significant if job satisfaction is dependent variables,organizational justice(?=.498,p <.001)and affective commitment(?=.324,p <.001)are independent variables.Job satisfaction plays a mediator role in the relationship between turnover intention with organizational justice(95%CI=[-0.2484,-0.0069])and turnover intention with affective commitment(95%CI=[-0.3018,-0.0570]).Conclusions(1)The key factors affecting the turnover intention of senior managers in private enterprises are organizational justice and affective commitment.(2)Organizational justice and affective commitment have influence on turnover intention of senior managers through job satisfaction.