INTEGRATING JUSTICE CONSTRUCTS INTO THE TURNOVER PROCESS: A TEST OF A REFERENT COGNITIONS MODEL.
研究将公正理论融入离职模型，发现员工对结果和主管的满意度受参照结果、理由解释和改善可能性的影响，进而通过离职念头影响离职行为。
In the model tested, we posit that employees' outcome and supervisor satisfaction result from referent outcomes, justifications, and the likelihood of amelioration. These satisfaction facets are then related to turnover through withdrawal cognitions. Structural equation modeling was used to assess the fit of this model and alternatives. Although the original model had a good fit, a competing model provided a better one, with most hypothesized relationships supported. The implications of accepting the alternative model over the original are discussed.