Based on organizational justice and stakeholder theory, This paper examine the mediated-moderating effect of corporate social responsibility on the influence of organizational justice climate over employees' turnover intention (Individual and Collective turnover intention) in the context of China. A hierarchical regression analysis was carried out on 448 valid questionnaires from 50 firms. The findings are: organizational justice climate significantly negative related to employee turnover intention; organizational cohesion completely mediates the relationships between organizational justice climate and employee turnover intention; and corporate social responsibility positively moderate the relationships between organizational justice climate and organizational cohesiveness; furthermore, the mediated moderation model implies that the moderating role of corporate social responsibility on the relationships between organizational justice climate and employees' turnover intention is fully mediated by organizational cohesiveness. The above research results not only provide a useful reference role for enterprises to improve employee's perception of organizational justice, weaker of turnover intention; meanwhile, enrich intersection between the organization fairness theory and corporate social responsibility.
Wang Zhanjie, Mai Sheng，Li Wanming.Impact of organizational justice climate on employees’ turnover intention—The mediated-moderation model of corporate social responsibility[J] Science Research Management, 2017,V38(8): 101-109