This paper intends to test the relationship between organizational justice(procedural justice, distributive justice, interactive justice) and turnover intention, and the moderating effect of employee tenure. Data for this purpose were gathered from 571 employees in small and medium service industry of Seoul, Kyeonggi, and Kangwon province.
Result of multiple regression showed that perceived procedural justice, distributive justice, and interactive justice have an negative effect on turnover intention. And results of hierarchical multiple regression to test the moderating effect of tenure showed that procedural justice has an negative effect on turnover intention, and such effect is more significantly apparent in short tenure employees. Distributive justice also appeared to have an negative effect on turnover intention, and such effect was more significantly apparent in short tenure employees. Interactive justice had an negative effect on turnover intention, and such effect appeared to be same irrespective of tenure.

Abstract
 Ⅰ. 문제제기 및 연구목적
 Ⅱ. 이론적 배경
  1. 자발적 이직의 순기능과 역기능
  2. 조직공정성과 자발적 이직
 Ⅲ. 연구의 설계
  1. 자료의 수집 및 분석방법
  2. 변수의 측정 및 타당성과 신뢰도
 Ⅳ. 조사결과의 분석
 Ⅴ. 요약 및 관리적 시사점

• 안관영(상지대학교)