The Dual-path Influence Mechanism of Perceived Fairness on Employee Turnover Intention under The Influence of Structural Demand
Fairness is a long-standing research topic in the field of organization.Previous studies have shown that organizational fairness is a strong predictor of employee behavior and attitudes,but few studies have explored how fairness affects employee turnover intention through a dual path.This paper explores the dual path mode of"emotional response"and"cognitive drive"based on emotional events theory and social exchange theory,and based on compensatory control theory,discusses how employees with different structural needs demonstrate differ-ent perceptions of organizational fairness.Using analysis methods such as hierarchical regression and Bootstrap,the following conclusions are drawn:Organizational fairness has a significant negative/positive impact on job burnout/manager trust;organizational fairness has an impact on employee turnover intention through the mediating effect of job burnout and manager trust.At the same time,structural requirements weaken the negative relationship between organizational fairness and job burnout,and enhance the positive relationship between organizational fairness and manager trust.Finally,based on the research findings,relevant management measures and suggestions were pro-posed.
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