• Title/Summary/Keyword: 절차공정성

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A Study on the Relations Between Organizational Fairness and Organizational Effectiveness in Fire-Fighting Officers (소방공무원의 조직공정성과 조직효과성 간의 관련성 연구)

  • Kim, Gapseon;Park, Daesung;Lee, Manjin;Kim, YeRim
    • Journal of Digital Convergence
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    • v.17 no.3
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    • pp.271-280
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    • 2019
  • This study aimed to examine the relations between organizational fairness and organizational effectiveness in fire-fighting organizations, and provide basic data for higher organizational effectiveness. The subjects of the study were fire-fighting officers under the Jeollanamdo Fire Service and were interviewed with the use of questionnaire from April 3 through 13, 2016. 433 copies of the responses were analysed with the use of SPSS ver. 18.0 for Window. The results are presented as follows: Distributive justice and interaction justice had a positive effect on job satisfaction, and procedure justice and distributive justice had a positive effect on organizational commitment. Distributive justice and interaction justice had a negative effect on turnover intention.

Analysis of the Influence of Job Satisfaction and the Performance-oriented Remuneration in Electric Power Companies on Trust in Manager: Focusing on the Mediating Effect of Organizational Justice (전력공기업의 직무만족과 성과보수가 경영자신뢰에 미치는 영향관계에서의 조직공정성의 매개효과 검증)

  • Leen, Jae-Mahn
    • Asia-Pacific Journal of Business Venturing and Entrepreneurship
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    • v.16 no.5
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    • pp.143-158
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    • 2021
  • The purpose of this study is to suggest a direction for enhancing the mutual trust level between employees and managers by examining the effect of job satisfaction of electric power companies's employees and performance-oriented remuneration paid to them on awareness level of organizational justice and a trust in manager. Based on a significant positive relationship between employee's job satisfaction and trust in a manager, a significant positive relationship between employee's job satisfaction and perception of organizational justice, and a positive relationship between organizational justice and trust in manager, it was possible to confirm the mediating role of organizational justice between job satisfaction and a trust in manager. In addition, although performance-oriented remuneration did not have a significant effect on trust in manager directly, it was found to have a significant negative effect on distributive justice and procedural justice, but for interactional justice did not appear to have a significant influence. Because the autonomy of the labor budget is quite limited due to the government's total regulation on the size of the labor budget for public enterprises and due to the government's evaluation of management of public enterprises, it can be explained as having a negative effect on the perception of organizational justice. In addition, since the partial mediating effect of distributive justice and interactional justice was confirmed in the relationship between job satisfaction and trust in manager, the mediating effect of procedural justice was insignificant, it was confirmed that the need to establish and operate an internal HR management system based on smooth communication that employees can satisfy and accept can have a significant impact on trust in manager. On the other hand, because the negative complete mediating effect of distributive justice and procedural justice between performance-oriented remuneration and trust in manager was significantly confirmed, It is showing that employees' negative perceptions of performance distribution procedures and distribution results had a negative effect on trust in manager. The results of this study suggest that employees will perceive the organization as fair, and trust the manager who is the decision maker, when they are fully rewarded for their performance, with job satisfaction, a fair evaluation of their efforts, even if there are various factors that can influence managers to be trusted by their employees.

Influence of Perceived Justice with Service Recovery on Customer Satisfaction and Behavioral Results (서비스복구의 공정성 지각이 고객의 만족과 그 행동적 결과에 미치는 영향)

  • Cho, Sang-Lee;Kang, Myong-Ju
    • Management & Information Systems Review
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    • v.33 no.1
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    • pp.299-312
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    • 2014
  • This study is about the influence of perceived justice with service recovery on customer satisfaction and the customer's behavioral results. Even though prior studies estimated overall customer satisfaction, this study measured customer satisfaction separately in two parts: satisfaction with the service recovery and relationship satisfaction. The results are as follows. Distributive justice and interactional justice have positive effects on satisfaction with service recovery. But distributive justice, procedural justice and interactional justice have positive effects on relationship satisfaction. Satisfaction with the service recovery and relationship satisfaction have a positive effect on customer loyalty.

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A Study on Effect of Justice of Public Officials for Total Payroll Costs System on Organizational Performance -Focus on Moderate Effect of Receptivity- (공무원의 총액인건비제도에 대한 공정성이 조직성과에 미치는 영향에 관한 연구 -수용성의 조절효과를 중심으로-)

  • Jun, Jae Gyun;Park, Hyeon Suk
    • Asia-Pacific Journal of Business Venturing and Entrepreneurship
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    • v.8 no.3
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    • pp.189-204
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    • 2013
  • Today, politics, economy and technique in the world are rapidly changed. To respond to these changes public institutions as well as government and corporate try to change themselves and to adapt these situation and environment. Total payroll costs system which is one of critical methods to adapt changing world began to introduce in 2004 for public services in Korea. After exhibition and enforcement, all education administration in Korea adopted this system in 2013. This study focus on how total payroll costs system can be successfully controled and utilized, and who this system increase organizational effectiveness and efficacy in public services. Organizational members' effort, perspective, attitude and behavior are most important factors for organizational change and new option. Organizational change and adaptation always involve members' change and adaptation, so this study emphasizes on members' perspective and attitude on total payroll costs system. As a result, distribution justice, procedure justice, and receptivity about total payroll costs system are related to organizational performance such as job satisfaction and organizational commitment. This means organizational members' perspective(distribution justice and procedure justice) and attitude(receptivity) are most crucial factors for effectiveness and efficacy of total payroll costs system. Furthermore with distribution justice, procedure justice and receptivity, total payroll costs system would increase members' job satisfaction and organizational commitment. To sum up, members' perspective and attitude are most important factors for change, thus for success of total payroll costs system, we should understand how people are critical, especially their distribution justice, procedure justice, and receptivity; and also how total payroll costs system are valuable system; and how we can control and handle this system.

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The Effect of Organizational Justice on Turnover Intention of Clinical Nurses: The Mediating Effect of Organizational Silence and Moderated Mediating Effect of Manager's Negative Feedback Rejection Inclination (조직공정성이 임상간호사의 이직의도에 미치는 영향: 조직침묵의 매개효과, 상사의 부정적 피드백거부성향의 조절된 매개효과)

  • Song, Eun-Jeong;Kim, Mi-Jung;Koh, Myung-Suk
    • Journal of the Korea Convergence Society
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    • v.11 no.8
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    • pp.369-379
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    • 2020
  • This convergent study aimed to verify the mediating effect of organizational silence and manager's inclination to reject negative feedback in the relationship between organizational justice and turnover intention of Clinical Nurses. Participants were 250 nurses working at general hospitals with 300 hospital beds or more. Examination of the mediating effect of organizational silence showed a mediating effect of acquiescent silence when procedural justice affected turnover intention. Additionally, when interactional justice affected turnover intention, prosocial and acquiescent silence mediated it. Examining the moderated mediating effect of manager's inclination to reject negative feedback showed moderated mediation effect when procedural justice mediated the acquiescent silence and affected the turnover intention. Interactional justice had a moderated mediating effect when the mediation between prosocial and acquiescent silence affected turnover intention. Therefore, it is necessary to efficiently regulate the manager's inclination to reject negative feedback when organizational justice affects organizational silence and turnover intention.

A Case of Operational Efficiency Improvement in EPS Motor Manufacturing Process Using IE Technique (IE 기법을 활용한 EPS 모터 제조공정의 운영효율성 향상 사례)

  • Kim, Jung Suop;Lee, Ji Soo
    • Journal of the Korea Academia-Industrial cooperation Society
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    • v.18 no.7
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    • pp.63-72
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    • 2017
  • This paper proposes a procedure to improve the operational efficiency of the automotive parts manufacturing process by applying classical IE techniques composed of process analysis, work method analysis, and motion analysis, and a specific application case is outlined. The proposed procedure was developed originally by the Task Force organized in L company's automotive parts manufacturing business unit. The balance efficiency and production capacity were used as measures of operational efficiency. The developed procedure follows the general procedure of analyzing the phenomenon at the manufacturing shop, deriving an improvement solution to solve the problem, evaluating each derived alternative, and implementing it to the field to achieve productivity improvement. Among the methods used in each phase of the procedure, function analysis used in the waste discovery phase and R&R evaluation method used in the alternative assessment phase are unique techniques developed by L company's TF. The R&R Evaluation method techniques are described in detail because this method is highly applicable and extensible. A case of applying developed procedures to improve the EPS motor manufacturing process is discussed. As a result, the line balance efficiency and production capacity were increased to a satisfactory level.

The Effect of Organizational Justice on Customer Orientation Moderating Effect of Employment Type (조직공정성이 고객지향성에 미치는 영향 -호텔기업의 고용형태를 조절효과로-)

  • Kwon, Na-Kyung;Lee, Sang-Jae;Kim, Hye-Lina
    • The Journal of the Korea Contents Association
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    • v.14 no.10
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    • pp.237-246
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    • 2014
  • The purpose of this study is to examine the relationship between customer orientation and organizational justice in hotel industry. Data were collected from employees who are working in the hotels of Seoul, South Korea and total 321 was used in data analysis. As a result of multiple regression analysis, the distributive justice and interactional justice had a positive effect on the customer orientation. However, the procedural justice had no effect on the customer orientation. Moreover, the type of employee moderates the effect between distributive and procedural justice and customer orientation, but, there was no significant moderated effect of employment type between the interactive justice and the customer orientation.

A Study on Organizational Justice Affecting Social Workers' Organizational Citizenship Behavior : Focusing on the Mediating role of Trust in Supervisor (조직공정성이 사회복지사의 조직시민행동에 미치는 영향에 관한 연구: 상사신뢰의 매개효과를 중심으로)

  • Choi, So-Yeun
    • Korean Journal of Social Welfare
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    • v.57 no.3
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    • pp.389-413
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    • 2005
  • The OCB(organizational citizenship behavior), spontaneous extra-role behavior of social workers, plays very important role in the provision of qualitative service for the clients and the organizational performance of social welfare agencies. Starting from the importance of OCB for the effective organizational management, this study focuses on the effects of antecedents such as organizational justice(procedural and distributional) and trust in supervisor on the OCB. This study collected data from 360 social workers and 59 their supervisors working in the community welfare centers, paired the self-reported data and the supervisor-rated data, and analyzed the data through the SEM (Structural Equation Modeling) method. The findings of the study show that organizational justice(procedural and distributional) has no direct effect on the OCB, but indirect effect on the OCB through the mediator of trust in supervisor, and that procedural justice has more effect than distributional justice. This study suggests that the management of spontaneous behavior of social workers is not a separated fragmentary phenomenon but should be understood and managed comprehensively in the continuation of the perception of organizational members for the organizational management, the resulting affectivity toward their supervisor, and their behavior in the organizational life.

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Effect on Organizational Citizenship Behavior by the Fairness of Restructuring in Hotel Corporations (호텔기업에서 구조조정의 공정성이 조직시민행동에 미치는 영향)

  • Kwon, Mun-Ho;Kim, Yong-Soon
    • The Journal of the Korea Contents Association
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    • v.8 no.6
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    • pp.195-203
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    • 2008
  • This research aimed to help the employers of hotel corporations by analyzing the effects of fairness of restructuring on employees' organizational commitment and organizational citizenship behavior. The research found that employer's fairness of restructuring has significant affects on the degree of employee's organizational commitment, thereby reducing the negative effects of restructuring and enhancing organization commitment and organizational citizenship behavior. Therefore, this study aims to examine impact of justice perception of layoff on survivors' organizational commitment and organizational citizenship behavior in hotel corporations. There are main results in this research given below; First, as procedural justice and distributive justice are higher, survivors' organizational commitment and organizational citizenship behavior are higher in the restructuring process. Second, as organizational commitment is higher is also higher organizational citizenship behavior in the restructuring process.