CAJ | 학술논문

本文旨在研究组织公平对员工离职行为的影响,并以个体-组织依附理论和动机归类理论为基础,研究员工工作嵌入和公平敏感性在以上关系中所起的中介和调节作用.研究以六家服务企业中的351名员工为研究对象,对问卷调查获得的数据进行层次回归,结果表明：分配公平和程序公平对员工工作嵌入有显著的正向影响;工作嵌入能有效的预测员工离职行为;分配公平对员工离职具有显著的负向影响,并且工作嵌入在其间起到了完全中介效应;公平敏感性在程序公平与嵌入的关系中存在显著的调节效应,利他倾向越高（大公无私型）的员工,程序公平对其嵌入程度的影响作用就越强烈.
본문지재연구조직공평대원공리직행위적영향,병이개체-조직의부이론화동궤귀류이론위기출,연구원공공작감입화공평민감성재이상관계중소기적중개화조절작용.연구이륙가복무기업중적351명원공위연구대상,대문권조사획득적수거진행층차회귀,결과표명：분배공평화정서공평대원공공작감입유현저적정향영향;공작감입능유효적예측원공리직행위;분배공평대원공리직구유현저적부향영향,병차공작감입재기간기도료완전중개효응;공평민감성재정서공평여감입적관계중존재현저적조절효응,이타경향월고（대공무사형）적원공,정서공평대기감입정도적영향작용취월강렬.
Talented and dedicated employees are critical for an organization to develop competitive advantage in virtually any economic or geographic context.Moreover,the personal and organizational cost of voluntary employee leave is high.Voluntary organizational turnover is costly for an organization in terms of financial cost associated with recruiting,staffing,and training new employees,and for employees in terms of switching costs such as new medical coverage and pension plans.Because of the potential negative effect on an organization,employee turnover is becoming an important issue to an organization.Management scholars have theorized about and empirically investigated the causes of voluntary employee turnover.The questions that challenge social scientists and practitioners alike are ＂Why do people leave？＂and＂ Why do they stay？＂ Over the years,researchers have developed partial answers to these questions.More specifically,employees are more likely to stay with their company if they are satisfied with their jobs and committed to their organizations.However,previous studies show that work attitude plays only a relatively small role in overall employee turnover.Recently,Mitchell,Lee and their colleagues have introduced the new construct,job embeddedness or the degree to which individuals are embedded in their current job or organization,and provided a new perspective of understanding employee turnover issues.The major purpose of this study is to examine the influence of organizational justice （OJ） on employee＇s voluntary turnover （VT） in Chinese organizational settings.Based on individual-organization attachment theory and research of individual differences on the perception of equity,we further explore the mediating role of job embeddedness in the OJ-VT relationship and the moderating effect of equity sensitivity on the relationship between organizational justice and job embeddedneas.Hierarchical regression analyses on a sample of 351 employee from 6 service firms in Hebei province show that：（1） procedural and distributive justice relate positively to job embeddedness; （2） job embeddedness is an effective predictor of voluntary turnover; （3） job embeddedness fully mediates the relationship between distributive justice and turnover; and （4） equity sensitivity moderates the relationship between procedural justice and job embeddedness.Our research contributes to the organizational justice literature by answering how and why OJ is related to employee turnover and to job embeddedness literature in Chinese context.Managerial implications and limitations of this study are discussed to conclude this study.