• Journal of the Korea Institute of Information Security & Cryptology
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• v.26 no.5
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• pp.1243-1250
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• 2016

The purpose of this study is to investigate how abusive supervision influences on security policy compliance in their work place and find moderation effects of organizational justice. The results is that abusive supervision decreases employees' affective commitment or social bond to their organizations. And it negatively affect employees' behavioral intent to comply with security policies. Organizational justice acts to attenuate the negative relationship between the stress from abusive supervision and willingness to comply with the security policy. Especially, distributive justice has a significant effect on decreasing the negative relationship.

• The Journal of the Korea Contents Association
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• v.16 no.7
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• pp.359-367
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• 2016

The purpose of this study is to investigate whether there is a statistical relationship between compensation communication and job satisfaction. The empirical study indicates that there is a positive relationship between compensation communication and organizational justice. The results suggest that employees' fairness perception is enhanced when information about compensation is relevant, accurate, and timely. Furthermore, the statistical results proved that a significant positive relationship exists between organizational justice and job satisfaction. The findings of this study reveal that when employees understand how their compensation is determined and allocated, they feel more fairly treated. The research enhances past studies by utilizing the most widely accepted measure of job satisfaction dimensions, as well as all measures of organizational justice.

• Journal of the Korea Convergence Society
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• v.9 no.12
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• pp.265-272
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• 2018

Under a rapidly changing market environment, most companies are striving to survive in such environment. Organizational members have a positive impact on performance if they are properly rewarded and respected. This study aims to understand the causal relationship between leadership and organizational fairness and psychological empowerment. We also wanted to understand the impact of organizational fairness and psychological empowerment on job performance. To do this, we conducted surveys on workers. Results of this study shows that leadership has a positive impact on organizational fairness and psychological empowerment. In addition, psychological empowerment was found to have a positive impact on job performance, however, organizational fairness was found to have no effects on job performance.

• The Journal of the Korea Contents Association
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• v.17 no.5
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• pp.209-220
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• 2017

This study explores what are the factors which influence the perception of press professionalism and fairness of journalist in the process of their news production. This study focused on how the difference between mainstream media and online media, the political tendency and the degree of freedom during working effected on the judgement of the freedom of press based on the model of Shoemaker and Reese' hierarchical model. As a result, Research finding is as follows: First, online media journalist evaluated the fairness of press higher than offline media journalists. Second, the consistency of political tendency of offline media is different from online media. Online media journalists evaluated the fairness of the press higher than offline media journalists. Finally, the degree of freedom during performance is the most importance factor which affects the evaluation of press fairness. This study highlights the factors which influence the perception of journalists on the quality of the press based on the survey data which have conducted by Korean press foundation This study implicates how working environment is importance in journalist's writing as a journalist. The freedom of press is very important in the process of news production because the factors which influence the evaluation of the fairness and the professionalism of press reveals the quality of press.

• The Korean Journal of Applied Statistics
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• v.22 no.3
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• pp.463-477
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• 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.

• Journal of Industrial Convergence
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• v.5 no.1
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• pp.61-85
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• 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.

• Journal of Industrial Convergence
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• v.7 no.2
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• pp.17-31
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• 2009

The purpose of the present is to investigate the relation of organizational cynicism to organizational justice and organizational commitment. Questionnaire data were collected from 185 employees. To test the hypotheses, structural equation model was employed. The model showed adequate fit to the data. Results showed that organizational justice(distributive justice and procedural justice) were negatively related to organizational cynicism. Also, results supported the hypothesized relationship between organizational cynicism and organizational commitment(affective and continuance commitment). Organizational cynicism negatively affected organizational commitment. Implications are discussed and future research directions are outlined.

• Korean Security Journal
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• no.60
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• pp.63-89
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• 2019

The purpose of this research is to examine the impact of the organizational fairness of court security team on organizational citizenship behavior through the mediating effect of self-leadership. The data for this research were collected from court security officials located in six metropolitan cities including Seoul from April 1 to May 3, 2019. After discarding thirty-eight cases with missing values and outliers, a total of 402 cases were analyzed using SPSS 22 and AMOS 22. The results showed that organizational fairness did not have a direct effect on organizational citizenship behavior. However, it was found that self-leadership affected organizational citizenship behavior positively, and organizational fairness had a positive impact on self-leadership. Therefore, organizational fairness had an indirect positive influence on organizational citizenship behavior through the mediating effect of self-leadership. The results of current research suggest that the supervisors of the court security teams should consider policy changes for improved treatment and working conditions of the security officials as well as educational programs aimed at promoting self-leadership which is shown to increase with organizational fairness and affect organizational citizenship behavior positively.

• Korean Journal of Legislative Studies
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• v.17 no.3
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• pp.145-170
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• 2011

당원중심 정당조직이 약화되고 있는 정당정치 변화추세 및 진성당원이 절대 부족한 실정에서 의원이나 원외위원장에 의해 동원되고 있는 당원들이 참여하는 경선의 현실적인 한계를 고려한다면, 당원 이외 유권자도 참여하는 보다 개방적인 경선을 지향할 수밖에 없는 상황이다. 이번에 국민경선의 확대내지는 제도화를 목표로 중앙선관위 및 한나라당과 민주당의 개혁특위가 제시하고 있는 공천안, 특히 모든 유권자가 참여할 수 있는 여야 동시 완전국민경선안은 선거인단을 모집하여 실시하는 기존의 제한적 국민경선보다 불공정한 동원, 역선택 등의 문제 해결에 도움이 되리라 본다. 하지만 여전히 해소되야 할 경선 공정성과 관련된 구조적인 문제는 경선이 치러지는 지역의 정당조직이 비민주적으로 운영되는 데에서 비롯되는 경선 후보들 간의 불균형 문제이며, 전략공천이라는 형태로 치러지는 사실상 하향식 공천 역시 경선 공정성을 크게 훼손할 소지가 있으므로 정당의 전략공천 비율은 더욱 축소되어야 할 것이다. 2012년 총선이 임박한 상황에서 현실적으로 무엇보다 시급한 것은 한나라당, 민주당 모두 공천제도 개혁안을 조속히 확정하고 선관위안을 법제화하는 일이며, 이를 통하여 유권자가 참여하는 정당경선의 제도화가 이루어질 때 최근 시민후보의 등장과 같은 시민사회의 도전으로부터 비롯된 정당정치의 위기상황을 더욱 새로운 정당정치로 나아가는 계기로 전환시키는 일도 보다 용이해 질 것이다.

• The Journal of the Korea institute of electronic communication sciences
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• v.17 no.5
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• pp.913-926
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• 2022

As information is recognized as a core competency of organizations, organizations are increasingly investing in policies and technologies for information security(IS). Recently, as information exposure accidents by people have occurred continuously, interest in IS behaviors of organization insiders is increasing. This study aims to confirm the effect of the IS environment and support structure established by the organization on the intention of individuals to comply with IS. We conducted a survey of employees in organizations with IS policies and tested the hypothesis using the structural equation of AMOS 22.0 and Process 3.1 using 421 samples. As a result of the analysis, authentic leadership and justice climate, which are factors that build an IS environment, and communication and feedback, which are factors supporting IS compliance, have a positive effect on employees' compliance intention. In addition, authentic leadership, punishment, communication, and feedback were found to reinforce the positive impact of IS justice climate. As the study suggested the overall structural design direction to be pursued to reinforce insider's IS behavior, and the results help to achieve the IS goal.