• Title/Summary/Keyword: 절차공정성

Search Result 350, Processing Time 0.021 seconds

Organizational Justice and Employee Behaviors: The Mediating Roles of Trust in CEO and Supervisor (조직공정성과 종업원 행동과의 관계: 최고경영자 및 상사에 대한 신뢰의 매개효과)

  • Cho, Eun-Hyun;Tak, Jin-Kook
    • The Korean Journal of Applied Statistics
    • /
    • v.22 no.3
    • /
    • pp.463-477
    • /
    • 2009
  • This study was intended to examine the mediating roles of trust in CEO and supervisor on the relationships between organizational justice and employee behaviors. Data were collected from 4,055 employees across 18 different companies in Korea. Employees were asked to answer on a self-reported questionnaire. The two dimensions of organizational justice (i.e. procedural justice and distributive justice) were used. Employee behaviors were measured using counter-productive behavior and organizational citizenship behavior. Data were analyzed using a structural equation model. The hypothesized fully mediated model better fitted the data. Relative to distributive justice, procedural justice was more strongly related to both trust in CEO and trust in supervisor. But there were no significant differences in the degree of relationships between the two dimensions of trust and the two types of employee behaviors. These results showed that procedural justice is more important in enhancing trust in leader.

Effect of Job Autonomy of Local Government Officials on Organizational Citizenship Behavior: Mediating Effect of Organizational Justice Perception and Moderating Effect of Self-Efficacy (지방공무원의 직무자율성이 조직시민행동에 미치는 영향: 조직공정성의 매개효과와 자기효능감의 조절효과 분석)

  • Jin, Yoon-Hee
    • The Journal of the Korea Contents Association
    • /
    • v.21 no.10
    • /
    • pp.494-507
    • /
    • 2021
  • This study conducted a regression analysis on 312 local government officials in Gyeonggi-do to verify the hypothesis on the relationship between job autonomy and organizational citizenship behavior. Path analysis was conducted to analyze the mediating effect of organizational fairness recognition and the moderating effect of self-efficacy. Looking at the analysis results, first, it was confirmed that the higher the degree of job autonomy perceived by the members of the organization, the more positive (+) organizational citizenship behavior was. Second, the partial mediating effect of procedural justice was confirmed in the relationship between autonomy and organizational citizenship behavior. On the other hand, the mediating effect of distributional justice was rejected in the relationship between autonomy and organizational citizenship behavior. Third, self-efficacy controlled the mediating role between job autonomy and organizational citizenship behavior in recognition of procedural justice. Fourth, it was analyzed that self-efficacy plays a controlling role between job autonomy and organizational citizenship behavior. The results of this study are expected to contribute to the development of organizational behavior theory through preceding factors of organizational citizenship behavior to improve the organizational performance of local public officials.

The Effects of Intrinsic motivation on Job Satisfaction and Job Involvement : focus on the Moderate Effects of Procedural justice, Distributive justice (내재적 동기부여가 직무만족과 직무몰입에 미치는 영향에 관한 연구: 분배공정성과 절차공정성의 조절효과를 중심으로)

  • Lee, Sun-Kyu;Amarmend, Dashnyam;Lee, Da-Jung
    • Journal of Digital Convergence
    • /
    • v.9 no.4
    • /
    • pp.157-168
    • /
    • 2011
  • This study examines the moderating role of organizational justice in the relationships between intrinsic motivation and job satisfaction, job involvement. The findings are as follows: First Intrinsic motivation has a significant positive effect on the Job satisfaction and Job involvement. Second, The findings also indicate that distributive justice and procedural justice has a moderating relationship between the personality intrinsic motivation and job satisfaction, job involvement.

A Study on the Effects of Customer Perceived Trust in Manufacturer and Customer Perceived Justice in Agencies on Customer Loyalty to Agencies -Mediating Roles of Customer Trust in and Satisfaction with Agencies- (본사의 신뢰 및 대리점의 공정성이 대리점의 충성에 미치는 영향에 관한 연구 -대리점의 신뢰 및 대리점 만족을 매개로-)

  • Bae, Sang-Wook;Bae, Mi-Hyun;Kim, Wan-Min
    • Journal of Distribution Research
    • /
    • v.12 no.2
    • /
    • pp.51-78
    • /
    • 2007
  • This study investigates what effects both customer trust in the headquarters and perceived customer justice(interactional, procedural and distributive) in agencies have on customer loyalty to the agency via customer trust and satisfaction with the agency. The data for analysis are obtained from 266 customers who are experienced in dealing with agencies. The results show the following : first, customer perceived justice has a significant positive influence on customer trust and satisfaction with the agencies. Second, customer trust in the headquarter has a significant positive influence on customer trust with the agencies. Third, customer satisfaction with the agencies has a significant positive influence on customer trust in the particular agency Fourth, both customer trust in and satisfaction with the agencies are found to have significant positive impacts on customer loyalty to the agencies. Finally, we presented suggestions for enhancing customer loyalty to the agencies.

  • PDF

The Influence of Perceived Organizational Justice on Innovation Resistance among Instructors in Sport Centers: The Mediating Effects of Organizational Trust (스포츠센터 지도자들의 조직공정성 인식이 혁신저항에 미치는 영향: 조직신뢰의 매개효과 분석)

  • Seo, Hyo-Min;Son, Ji-Hyo;Chang, Kyung-Ro
    • 한국체육학회지인문사회과학편
    • /
    • v.54 no.2
    • /
    • pp.253-267
    • /
    • 2015
  • This study investigated the effects of perceived organizational justice on innovation resistance among instructors in sport centers and examined the mediating effects of organizational trust on these relationships. Total 274 sport instructors participated in this study. The data were analyzed by structural equation modeling, and the results of this study were as follows: First, distributive justice had a negative effect on psychological resistance, while distributive justice had no significant effect on behavioral resistance. Second, procedural justice had a negative effect on psychological resistance and behavioral resistance. Third, both distributive justice and procedural justice had a positive effect on organizational trust. Fourth, organizational trust had a negative effect on psychological resistance and behavioral resistance. Fifth, organizational trust had a partial mediating effect on the relationship between distributive justice and psychological resistance and a full mediating effect on the relationship between distributive justice and behavioral resistance. Also, organizational trust had a partial mediating effect on the relationship between procedural justice and innovation resistance.

The Effect of Ethical Management on Performance of Retailer-Vendor Relationship: The Mediating Effect of Equity from Vendor Perspective (소매업체-공급업체 관계에서 윤리경영 평가가 관계성과에 미치는 영향: 공급업체 공정성 지각의 매개효과를 중심으로)

  • Hur, Won-Moo;Park, Jin-Yong;Kim, Min-Sung
    • Journal of Distribution Research
    • /
    • v.13 no.2
    • /
    • pp.59-78
    • /
    • 2008
  • The purpose of this study is to investigate the effect of vendor perceived equity on the performance of retailer-vendor relationship. The empirical study of 386 vendors identified the following results. First, retailers' ethical management positively influenced on vendors' perception on procedural justice and interactional equity, whereas boundary personnel's ethical management positively influenced only on interactional equity. Second, distributive equity was positively influenced by procedural equity and interactional equity. Third, the performance of retailer-vendor relationship was directly affected by distributive equity and interactional equity, whereas procedural equity indirectly influenced on the relationship via distributive equity.

  • PDF

The Effects of organizational justice and job stress on social worker's job satisfaction (조직공정성과 직무스트레스가 직무만족에 미치는 영향에 관한 연구 : 생활시설과 이용시설 종사자의 차이를 중심으로)

  • Lim, Jin-Seop;Lee, Hyuk-Joon;Lim, Jung-Hun
    • Korean Journal of Social Welfare Studies
    • /
    • v.43 no.1
    • /
    • pp.89-115
    • /
    • 2012
  • The purpose of this study is to examine the effects of organizational justice and job stress on social worker's job satisfaction between social welfare using facilities and community(living) facilities. The results of this study were as follow. First, social worker's organizational justice's 3 sub-dimensions; distributive justice, procedural justice, interactional justice and job satisfaction are same result through the latent average analysis between social welfare using facilities and community(living) facilities. however, social worker who works in living facilities job stress is higher level than using facilities worker. Second, distributive justice, interactional justice has a positive effect to job stress but procedural justice has not statistical effect. In addition, only interactional justice have a negative effect to job stress, job stress have negative effect to job satisfaction. Third, In this study, established structural model are existed partially difference between group of facility types.

The Impact of Service Recovery Justice on Customers' Residual Emotions: Focusing on the Moderating Role of Brand Relationship Quality (서비스회복 공정성이 고객의 잔여감정에 미치는 영향: 브랜드관계품질의 조절효과)

  • Sang Hee Kim
    • Journal of Industrial Convergence
    • /
    • v.21 no.12
    • /
    • pp.11-23
    • /
    • 2023
  • This study aims to investigate the relationship between service recovery justice, residual emotions, and customer behavior. It empirically verifies that low justice in service recovery affects residual emotions and, in turn, has an impact on customers' negative behaviors. Furthermore, this research distinguishes customer-brand relationship quality into emotional relationship quality and cognitive relationship quality and seeks to validate that the type of relationship quality may influence the extent to which the justice of recovery processes affects residual emotions. Data was collected through surveys, and hypotheses were tested using structural equation modeling. The research findings indicate that among the dimensions of service recovery justice, procedural justice and interactional justice significantly influence residual emotions. Moreover, residual emotions have a significant impact on both the intention to revisit and the intention to engage in negative word-of-mouth. In addition, the impact of distributive justice and procedural justice on residual emotions was found to be higher for cognitive relationship quality than emotional relationship quality, and the impact of interactional justice on residual emotions was found to be higher for emotional relationship quality than cognitive relationship quality.

The Effects of Fairness on Abusive Supervision and Organizational Citizenship Behavior: Focusing on the Mediating Effect of Abusive Supervision (공정성이 비인격적 감독과 조직시민행동에 미치는 영향: 비인격적 감독의 매개효과를 중심으로)

  • Nam, Keong-Suk;Yoo, Young-Jin
    • The Journal of the Korea Contents Association
    • /
    • v.16 no.4
    • /
    • pp.324-334
    • /
    • 2016
  • The purposes of this study were to identify the causal effects of distributive fairness, procedural fairness and interactional fairness on abusive supervision and the causal ones of abusive supervision on organizational citizenship behavior(OCB). Also this study aimed to investigate the mediating effects of abusive supervision on the causal relationships between three fairnesses and organizational citizenship behavior. The sample of this study were customer-contact employees of restaurants among Youngnam province. 376 questionnaires were used for the empirical analyses. According to the research findings, distributive fairness and interactional fairness had negative influences to abusive supervision and abusive supervision had a negative influence to OCB. Another research findings were that abusive supervision had the mediating effects on the causal relationships between two fairnesses(distributive and interactional) and organizational citizenship behavior. Managerial implications of the research findings are that restaurant managers should set up the organizational culture of respecting employees each other and provide training for the level of supervisor to foster the organizational culture. In the field of restaurant industry, training is very important for employees to foster this organizational culture as this industry has the environment of becoming abusive supervisor for the reason of supervisors' being exposed to lots of physical and psychological burden of works.

A Empirical Study on the Relationship of Justice Factors and Organization Support (공정성요인과 조직지원인식의 관계에 관한 실증적 연구)

  • Lee, Kwang-Hee;Na, Dong-Hoon;Song, Gyo-Seok;Park, Dong-Jin
    • Journal of Industrial Convergence
    • /
    • v.5 no.1
    • /
    • pp.61-85
    • /
    • 2007
  • The purpose of this study is to examine the relationship between justice factors and organization support. The empirical results have indicated that the justice factors affect on the pay satisfaction and organization support have moderate effect on the relationship of justice and pay satisfaction. Implications and limitations are discussed.

  • PDF