A Study on Relationships among Organizational Justice, Organizational Commitment, Job satisfaction and Turnover Intention: An Example of Service Industry

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题名:	A Study on Relationships among Organizational Justice, Organizational Commitment, Job satisfaction and Turnover Intention: An Example of Service Industry
作者:	Chao-Hsien Wu
贡献者:	Department of Business Administration
关键词:	Organizational Justice;Organizational Commitment;Job satisfaction;Turnover Intention
日期:	2011
上传时间:	2011-09-30 01:51:52 (UTC+0)
出版者:	Asia University
摘要:	Research showed that turnover costs incurred for the organization, about 1 to 1.2 times the annual salary of the former employees, so high staff turnover caused more disadvantages than advantages. And the first-line employees are the first-line Contact workers between the business and customers, but also the first impression from the business, so they are the soul of the business or organization. However, long working hours and low pay made the turnover rate generally high. There are lots of causes in the past research of turnover intention, organizational commitment and job satisfaction are the variables for example. The equity theory is a good indicator which explained the staff may determine their working attitude by how they were paid. And that affects the occurrence of employee behavior. By the view of Equity Theory and the point of the concern from the management, this paper tried to research if the intention of the employees’ turnover will be influenced by the sensuous difference of employees’ organizational justice, and whether organizational commitment or job satisfaction plays a partial mediating effect between organizational justice and turnover intention. In this study, questionnaires and convenience sampling were used to collect data from the first-line employees . The results showed that higher degree of organizational justice perceptions helps reduce turnover intention, and further analysis found that distributive justice has the greatest impact of turnover intention; The higher the perceived degree of organizational justice, the higher organizational commitment and job satisfaction. The employees have higher organizational commitment and job satisfaction, the lower the turnover intention will be. Organizational commitment, and job satisfaction play a partial mediating effect between organizational justice and turnover intention. In other words, the first-line employees’ different perceptions of organizational justice will first affect the employees’ working attitude for the organization before the impact of employee turnover intention. The employees’ attitude in the organization and work, contains two major factors -- organizational commitment and job satisfaction. Implications for management practice and suggestions for further research were proposed.
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