• The Journal of the Korea Contents Association
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• v.14 no.11
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• pp.915-929
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• 2014

The purpose of this study was to explore organizational justice (distributive, procedural, and interactional justice) as the antecedent of and career satisfaction by conducting an integrative literature review. In addition, this study aimed to identify organizational support for career development (i.e., organizational sponsorship) as the potential mediating variable between organizational justice and career satisfaction. Based on an integrative literature review of previous research, this study proposed the conceptual model on the relationship between organizational justice and career satisfaction along with organizational support for career development. According to the conceptual model, organizational justice can add to the pool of important antecedents of career satisfaction, and organizational support for career development could mediate the relationship between organizational justice and career satisfaction. This study contributed to the human resource development (HRD) field through investigating the relationship between organizational justice and career satisfaction in a career development context in the workplace. Further, this study provided additional theoretical backgrounds to conduct organizational justice related research on diverse factors, such as potential mediating variables, influencing career satisfaction.

• Journal of Internet Computing and Services
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• v.25 no.3
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• pp.83-92
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• 2024

Recently, the importance of HR analytics for data-based decision-making in establishing and operating an effective human resource management system for companies is increasing. In addition, there is growing interest in the effect of employees' perceptions of organizational justice on positive organizational behavior. Therefore, in this study, among the various factors affecting teamwork behavior, we analyzed the impact on teamwork behavior such as perception of organizational justice and organizational culture. Organizational justice has a significant impact on the formation of members' attitudes, but its meaning may vary depending on the organizational context. In this study, we divided organizational justice into four types (procedural, distributive, interpersonal, and informational fairness) and confirmed their impact on teamwork behavior. In addition, organizational culture was divided into hierarchy culture and innovation culture, and how to regulate these relationships was examined. To analyze these relationships, individual-level data collected from 657 people at domestic companies were used for analysis. According to the analysis results, in a hierarchical culture, procedural justice and information justice had a positive influence on teamwork behavior through the mediating process of job satisfaction, and in an innovative culture, interpersonal justice and information justice had a positive influence on teamwork behavior through job satisfaction. It was confirmed to have a (+) effect. These research results provide implications for people management by indicating that, although organizational justice is important to members and organizations, it may be perceived differently and have different meanings depending on the organizational context. Through the use of the information presented in this study, we will provide value that can effectively and efficiently implement a company's human resource management system.

• Proceedings of the Korean Information Science Society Conference
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• 2011.06d
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• pp.5-8
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• 2011

기존의 물류 관리 시스템에서는 고객의 예상하지 못한 물류 수송 요청이 접수되면, 현재 진행하고 있는 물류 수송 상황에 대해 게시판에 메모를 하거나 관리자의 기억에 의존하여 계획을 수립하여 진행하고 있으며, 상황이 종료된 후에 수송 차량의 기사가 진행 상황을 회사에 보고하고 있다. 본 논문에서는 이러한 문제를 해결하기 위해 GPS 기능이 내장되어 있는 스마트 폰을 이용하여 차량과 화물의 부가적인 정보(위치, 물류의 상태 등)를 실시간 관리할 수 있도록 하고, 물류 수송 상에서 발생되는 데이터를 실시간으로 모니터링이 가능하도록 하였다. 그리고 관리자와 수송 기사간의 신속한 정보 전달을 통해 수송 계획을 최적화시켜 배송시 발생하는 비용 및 시간 문제에 대한 신속한 해결을 통해서 문제를 최소화할 수 있도록 하였다. 본 논문에서 제안한 시스템을 사용하게 되면 인적 물적 자원을 체계적으로 관리하여 적재적소에 분배함으로써, 이들의 활용성을 높일 수 있고 업무 효율을 극대화할 수 있다.

• Asia-Pacific Journal of Business Venturing and Entrepreneurship
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• v.17 no.4
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• pp.205-218
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• 2022

A social enterprise is an enterprise that pursues a social purpose with financial resources obtained through its own profit-making activities.. In a rapidly changing market environment, it is becoming increasingly difficult for social enterprises to maintain sustainability. Due to the poor and limited resources of social enterprises, the core competency of human resources is the most important point. In order for social enterprises to maintain their sustainability, it is very urgent to create conditions so that workers can stably commit themselves in their work. Therefore, this study tried to increase the sustainability of social enterprises by empirically analyzing the factors that affect job commitment among workers of social enterprises. As factors affecting job commitment, job fit and organizational justice factors were derived. In addition, the moderating effect of emotional leadership was also analyzed in the relationship between them. For this, a questionnaire survey was conducted on employees of social enterprises and 260 valid samples were used for the analysis. The empirical analysis results were as follows. Job knowledge, job skill, job experience, job desire as sub-factors of job fit, and distributive justice, procedural justice, which were sub-factors of organizational justice, had a significant positive (+) effect on job commitment. The impact of influence was in the order of procedural justice, job experience, job desire, distributive justice, job skill, and job knowledge. On the other hand, the significance of interactional justice was not tested. Emotional leadership was analyzed to play a moderating role between job knowledge, job skill, job desire, distributive justice, procedural justice and job commitment. However, moderating effect were not tested between job experience, interactional justice and job commitment. The results of this empirical study expanded the scope of existing job-related studies by empirically analyzing the factors affecting job commitment within the category of social enterprises at the academic level. At the psychological level, job experience was found to be one of the most important factors among various influencing factors. Significant implications necessary for future training for workers and implementation of various systems were presented.

• Korean Business Review
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• v.19 no.2
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• pp.23-46
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• 2006

In modern economic societies, individuals are governed by organizations and they managed their daily lives in one way or another. through such organizations. All activities of the organizations are carried out by the job performance of individuals. Job is a very important factor for both individuals and organizations. The study is the explore. the effect of job characteristics and organizational characteristics on the job satisfaction in the small- and medium- sized firms in Namdong und Banwool Area. Job characteristics and organizational justice were hypothesized to be positively related to job satisfaction. To examine the influence of job characteristics and organizational justice on job satisfactions, data were collected from 320 employees of the small- and medium- sized manufacturing companies in Namdong und Banwool Area. This research took independent variables as the core job characteristics of the job characteristic theory such as skill variety, job stagnation, job importance, autonomy, feed back, and organizational justice as distributive and procedural justice. As a result, I can make the following suggestions. First, The Results show that job characteristics and organizational justice were significant and important predictors of job satisfaction. Secondarily, to raise the job desire of organizational members, job must be designed in such a way that the members can highly recognize their job characteristics.

• Journal of Agricultural Extension & Community Development
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• v.20 no.4
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• pp.839-869
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• 2013

Since opening the domestic food markets after late 1980s, Korean agro-food sector has been changed a lot, including commercialization of livestock and horticulture sectors. The large-scale periodic transactions appeared in food retail market in 1990's demand further commercialization of farm sectors. It require comprehensive on-farm knowledges including production, food processing, marketing, and management for agricultural sector. As the result, The Farming Systems Research & Extension concept has been introduced in 1992 as a form of The Regional Specialization Experiment Station. The Science and Technology Committee for Agriculture, Forestry, Fisheries, and Foods are established in 2009. However, we still find gaps between on-farm knowledge demands and supply, requiring further refining of R&D systems. It also asks to differentiate applied research from basic disciplinary research, better linkages between research and extension on farm, and comprehensive knowledge transfer systems. This study recommends for proper role allocation and cooperative structures for regional research and extension institutions to reduce overlaps among them. It further asks government to support regional research and extension systems including human resource and infrastructure building, to strengthen commodity based on-farm research and extension, and to separate budget allocation for regional research and extension. Provincial administration of the county level extension offices should also be considered for better linkage between research and extension at regional level.

• Management & Information Systems Review
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• v.34 no.5
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• pp.1-21
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• 2015

This study is to testify whether according to the variables of population statistics there emerge differences in the ethical leadership, ethical climate, organizational citizenship behavior and LMX by Social Entrepreneurs. For this we have performed survey 652 social entrepreneurs at authorized Social Enterprises. The results of analysis are as follows. First, it was analyzed that the sub-factors of the ethical leadership, such as contribution and integrity by Social entrepreneurs have revealed significant difference according to gender. Also the sub-factor of ethical climate, such as utilitarianism has revealed significant difference by gender, too. The analysis result signifies no significance in OCB, LMX. Second, there were significant difference in the sub-factor of ethical leadership such as integrity, the sub-factor of ethical climate such as, utilitarianism, the sub-factor of OCB such as effectiveness, and LMX by religious. Third, the analysis result signifies no significance in ex-work place, whether they worked at Social enterprise or not. Finally, as the result of our analysis whether there are any differences according to gender, religious, and ex-work place of the Social entrepreneurs in the ethical leadership, ethical climate, OCB, and LMX by Social entrepreneurs, it was revealed that there are some significant. This study emphasizes the importance of ethical leadership, ethical climate, OCB and LMX. It reveled these variables have differences by demographic characteristics of Social entrepreneurs. In conclusion, this study suggests that the consideration of the variables of population statistics according to the various variables about Social enterprise.

• Journal of Digital Convergence
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• v.14 no.9
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• pp.199-214
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• 2016

There is a negotiation between management and labors about paying incentive at the every end of the year. This result causes the conflict between management and labors. The successful operation of incentive system is based on respect and common benefit between workers and managers. The manager-trust is the power of leading reciprocality. This research started from the issues of companies with incentive system at this year. This research analysed the influence of manager-trust by the fairness of incentive system. and how HRM system affects the manager-trust through the strength of the HRM system. It appeared in a survey that shows the fairness of incentive system and manager-trust effect positive matter. As a result of the control effect in the strength of the HRM system, the relationship between distributive justice and manager-trust shows that Distinctiveness, consistency, and consensus have the control effect. Although the Distinctiveness has control effect, consistency and consensus didn't have control effect in the relationship between perceptual justice and manager-trust.

• Journal of Digital Convergence
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• v.18 no.3
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• pp.259-266
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• 2020

This paper attempted to find the convergence factors related to the organizational citizenship behavior of hospital administration staff(HAS). The survey was conducted on 274 administrative staff at 22 hospitals in J regions randomly selected using self-administered questionnaires. The survey period took about a month from July 1 to July 31, 2019. The hierarchical multiple regression analysis shows the following results. The organizational citizenship behavior of respondents turned out to be significantly higher in following groups: The higher the procedure justice, sub-areas of organization justice, the higher the intragroup trust, and the higher the organizational commitment. Their explanatory power was 41.9%. The results of the study indicate that the efforts, to increase organization justice, intragroup trust and organizational commitment, are required to improve organizational citizenship behavior among HAS. The above results are expected to be utilized in human resource management and industrial health education of medical institutions that enhance organizational citizenship behavior of HAS. Later research requires the establishment of a structural equation model that affects organizational citizenship behavior of HAS.

• 한국사회정책
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• v.20 no.2
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• pp.261-304
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• 2013

This article is aiming intensively to analyze the polarizing tendency of labour market and social integration. The polarization of labour market is being regarded as one of the hottest issues not less important than those problems of economic growth, employment, income distribution and national security etc. in the national policy. In this article, we will first follow up the important phenomena of labour market polarization and the background as well as its consequence. Especially, it asks if the present labour policy in the new government which is now being concentrated on the improvement of employment rate(from the present 63% to the 70% in the future) could deserve to diminish the polarization of labour market in korea. At one side, this article makes the special attention on the diversifying tendency of labour market and the various phenomena of fragmentation and segmentation in the labour market according to the forms and types of employment and according to the employee's status as much as the company's size. At the other side, it emphasizes that to overcome the polarization of labour market should require the wide reform from the legal measure to the improvement of the wage system, and the qualification system and the social investment as well as the human resource development. Furthermore, this article stresses the importance of integrative approach between the active market policy and the social policy instead of choosing each policy option, seperatively.