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中文摘要：
频繁离职会给员工个人和企业造成巨大的损失，如何预测和防范离职便成为组织学研究中的重要议题。基于动机归类理论，本文以302位来自服务企业的员工为样本，运用结构方程模型探讨了工作嵌入在组织公平感对离职意愿影响中的作用机制。研究结果表明，分配公平和程序公平对工作嵌入的正向影响显著，对离职意愿的负向影响显著；工作嵌入对离职意愿具有负向预测作用；工作嵌入在“分配公平．离职意愿”间起到部分中介作用，在“程序公平-离职意愿”间起到完全中介作用。
英文摘要：
Frequent turnover cause huge losses both to employee and enterprise. Therefore, it is important for organization to predict and prevent turnover. Based on the motivation theory, the authors collect 302 questionaires from employees of service organizations, and investigate the mechanism of.job embeddedness in the relationship between organization justice and turnover intention. The results show that distributive and procedural justice affect job embeddedness positively, and turnover intention negatively. Job embeddedness not only has negative impact on turnover intention, but also partly mediates the relationship between distributive justice and turnover intention, and fully mediates the relationship between procedural justice and turnover intention
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