Abstract
Purpose - This study uses the Job-Demand Resource model as the main theoretical background to analyze the impact of job resources and job demand on turnover intention, and how organizational justice moderates the relationship between them. Design/Methodology/Approach - A questionnaire survey was conducted with a total of 729 respondents working in bio-pharmaceutical companies in South Korea and China, and the following analysis results were obtained through statistical empirical analysis (SPSS, AMOS). Findings - First, job demand has a significant positive (+) impact on turnover intention. Second, job resources have a significant negative (-) impact on turnover intention. Lastly, organizational justice shows a moderating effect on the relationship between job resources and turnover intention, while it has no moderating effect on the relationship between job demands and turnover intention. Research Implications - These results suggest that job demand, job resource, and organizational justice are related to employee turnover intention. Based on this structural relationship, specifically reality-based polices were proposed to reduce Job Demand and Turnover Intention, or increase Job Resource and Organizational Justice in bio-pharmaceutical companies. Meanwhile, the differences between Korea and China were discussed as well.
Published Version
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