The Research On The Correlation Between Procedural Justice And Turnover Intention

As the human resources management theory development and practice inspection,the value of people be attention unprecedented,which has been regarded as the most primary resources.In many human resources management practice,employee turnover is one of problems troubling enterprises long time.Practice shows that worker turnover rate too high will make enterprise operating costs higher,and face some potential adverse effects.So,the human resources management department controls staff turnover as an important task,especially avoid the voluntary turnover.The literature shows that turnover intention is a complex problem which effected by individual internal and external environment.Most of current research have tested the relationship between the dependent variable and turnover intention,and discussed the mediation mechanism,but less attention to the possible theory boundary.That is one of the reasons why the research conclusions lack of explanation for the turnover phenomenon.Otherwise,current research of turnover problems has not chosen effective perspective of the individual differences.Therefore,it results in a blind area of theory and practice.Base on the literature analysis,under the research perspectives of deontic justice,the study points to a moderated mediator mechanism between the relationship of enterprise procedural justice and employee turnover intention.Empirical results(n=249)shows that the relationship between procedural justice and turnover intention is significantly negative correlation,and the organizational identification plays a role of partial mediating effect.Meanwhile,the deontic justice make a moderating effect on this mediation mechanism.The deontic justice higher,the correlations between procedural justice and organizational identification,turnover intention stronger.This study fully shows that individual deontic justice differences will affect its perception of procedural justice,and cause the individual differences in aspects of attitude(organizational identification)and behavior(turnover intention).This study explains the formation mechanism of employee turnover intention more scientific and clearlyBase on the research conclusion,the theoretical value of this study is discussed.The study puts forward three research enlightenment:(1)constructing procedural justice in rules and regulations to reduce the turnover intention of organization members;(2)promoting organization members' deontic justice upgrade to construct procedural justice;(3)Training high deontic justice talents to promote bad enterprises disorganising and quality enterprise developing.Finally,existing research limitations and future research directions are discussed in this thesis.