研究基于组织公平与利益相关者理论，考察了中国情境下企业社会责任在组织公平氛围影响员工离职意愿（个人离职意愿和集体离职意愿）过程中被中介的调节效应。对50家企业的448份有效调查问卷进行层级回归分析，结果表明：组织公平氛围显著负向影响员工离职意愿；组织凝聚力在组织公平氛围与员工离职意愿间呈完全中介效应；企业社会责任调节了组织公平氛围与组织凝聚力的正向关系；而且，企业社会责任进一步的调节了组织凝聚力对组织公平氛围与员工离职意愿的完全中介作用。上述研究成果不仅为新时期企业提升员工的组织公平感知、弱化离职意愿提供有益借鉴作用；同时，也丰富了组织公平与企业社会责任交叉领域的理论研究。

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.