An Empirical Study of Organizational fairness, organizational commitment and turnover intention relationship
|School||Nanjing University of Technology and Engineering|
|Course||Management Science and Engineering|
|Keywords||Organizational Justice Organizational Commitment Turnover Intention Structural Equation Modeling|
In recent years, enterprise employee turnover problem has been the focus in scholars’ research. As an important variable, organizational justice has been widespread concerned for years. In previous studies, most scholars concern about the impact of job satisfaction and organizational commitment while in the study of turnover intention. organizational justice is more conducive to reveal the key factors of the impact of employee turnover tendency.Research on the relationship between organizational justice and organizational commitment and turnover intention is mostly based on foreign research. There is fewer domestic research on these three variables. Also most of the domestic research is using regression analysis, correlation analysis and other multivariate statistical analysis approach. This paper uses structural equation modeling approach on the relationship between the three variables which are organizational justice, organizational commitment and turnover intention to conduct in-depth study in order to make a useful supplement to improve the relevant theoretical models.In this study, the subjects were some employees of the domestic enterprises in several large cities, collected 254 valid data from a survey. The results further reveal the differences between organizational justice, organizational commitment and turnover intention of the employees, based on different personal characteristics, job characteristics and organizational characteristics. Also reveal the specific role of these three variables:(1) Organizational justice has a significantly positive impact on organizational commitment. Interactional justice is even more significant on affective commitment and normative commitment, procedural justice is more significant on continuance commitment; (2) Organization commitment has a significantly negative impact on turnover intention. Continuance commitment is the most significant factor on turnover intention, affective commitment is slightly lower, normative commitment is the lightest; (3) Distributive Justice and interactional justice has a significant negative impact on turnover intention, while the negative impact of procedural justice on turnover intention is not significant; (4) The negative effects of organizational justice on turnover intention is fully mediated by organizational commitment.