Does Total Rewards Reduce the Core Employees’ Turnover Intention?

The turnover of core employees is great lost for industrial companies, so that the research of turnover Intention (TI) is critical to enterprise. Recently, the researches discuss the factors that affect turnover invention from different views. Based on the concept of total rewards (TR) we go deep into the influencing factors. In this paper, we used ULR and hierarchical regression analysis to build model with organizational justice (OJ) as moderator variable. Results showed that the five elements of total rewards, salary, rewards, work-life, performance & recognition and development & career are negative to employees’ turnover intention. Secondly, distribute justice and interactional justice significantly negative moderate the relationship of TR and TI. However, process justice only has significantly negative moderating effect on work-life balance and development & career to TI, while the negative effect of salary, welfare and performance are not significant.