• Journal of Korean Academy of Nursing Administration
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• v.12 no.1
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• pp.32-40
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• 2006

Purpose: The purpose of this study was to identify the effects of organizational justice(distributive justice and procedural justice) on job involvement and organizational commitment in nurses. Method: The subjects were 336 nurses who were working at the 7 hospitals with over 500 beds. The data were collected using structured questionnaire from Mar. 15 to April 16 of 2004. For data analysis, the SPSS/PC program was used. Results: The mean score of distributive justice was 2.77, procedural justice was 2.74, job involvement was 3.26, and organizational commitment was 3.30. The distributive justice were positively correlated with job involvement (r=.188, p<.01) and organizational commitment(r=.264, p<.01), the procedural justice were positively correlated with job involvement(r=.231, p<.01) and organizational commitment(r=.296, p<.01) in nurses. The organizational justice explained 37.5% of the job involvement and 40.4% of the organizational commitment. The procedural justice was shown to expert even more significant effect on both job involvement(${\beta}=.188$, p=.003) and organizational commitment(${\beta}=.219$, p=.001) rather than distributive justice. Conclusion: The procedural justice was ascertained to influence on job involvement and organizational commitment rather than distributive justice in nurses. Therefore, the nursing manager must develop to promote the procedural justice perception of the nurses in order to enhance the job involvement and organizational commitment.

• The Journal of Asian Finance, Economics and Business
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• v.8 no.1
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• pp.375-383
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• 2021

The justice issue in the service recovery process has become an interesting topic especially in rural banks in Indonesia. There are two types of justice issues in handling the complaint process; distributive and informational. This study aims to analyze the effect of distributive and informational justice on complaint handling satisfaction. This study also examines the mediating role of positive and negative emotions on the effect of justice in post-merger rural banks. This research employs a survey by distributing a questionnaire to 238 customers who have complained to one of the post-merger rural banks in West Java and Yogyakarta. This study uses the structural equation modelling (SEM) method by WarpPLS software. The results reveal that distributive and informational justice have a positive effect on positive and negative emotions, while informational justice does not affect positive and negative emotions. Distributive and informational justice directly affect satisfaction over complaint handling. On the other hand, positive and negative emotions affect satisfaction over complaint handling. The findings of this study suggest that positive emotion also mediates the distributive justice effect on satisfaction over complaint. Lastly, positive and negative emotions do not mediate the informational justice effect on satisfaction over complaint handling at post-merger rural banks in West Java and Yogyakarta, Indonesia.

• Journal of Korean Society of Industrial and Systems Engineering
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• v.35 no.3
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• pp.87-94
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• 2012

This study investigates the relationship among locus of control, organizational justice, and job satisfaction. First, this study examines the conceptual structures of organizational justice through field study. Second, organizational justice influences job satisfaction. Third, locus of control influences organizational justice. Literature review identified four factors of organizational justice - distributive, procedural, interpersonal, and informational justice. These identified determinants are expected to have significant relationships with locus of control and job satisfaction. Questionnaires were distributed to 500 members of a manufacturing companies. Among returned questionnaires, 357 samples were used for empirical study. Structural equation analyses based on PLS (partial least square) method were employed to test the hypotheses and the model. The overall adequacy of fit was found to be acceptable. Confirmatory factor analyses supported a 4-factor structure of organizational justice. Distributive, procedural, interpersonal, and informational justice had significant positive effects on job satisfaction. In addition, the effects of locus of control had significant positive effects on organizational justice factors. The results of this study suggest that interpersonal and informational justice should be regarded as important factors of organizational justice to analyze the relationships between locus of control and job satisfaction as well as the relationships among the justice constructs.

• The Journal of Asian Finance, Economics and Business
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• v.7 no.2
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• pp.237-247
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• 2020

This study explored the impact of interactional justice on supply-chain collaboration and sustainable supply-chain performance. Accordingly, it classified interactional justice of supply-chain management (SCM) into interpersonal and informational justice, and empirically classified the effects of these subordinate concepts on supply-chain collaboration and sustainable supply-chain performance. To this end, 700 questionnaires were distributed, and 201 final valid responses were used for the statistical analysis which revealed the significant positive influence of interpersonal justice on informational justice. This indicates that courtesy, respect, and proper words are important in the relationship between buyers and sellers. Both interpersonal and informational justice had a significant positive relationship with supply-chain collaboration. The results suggest that a fair-trade environment should be cultivated to encourage and facilitate seller-buyer collaboration. Lastly, supply-chain collaboration had a positive influence on sustainable supply-chain performance. This implies that if justice is not perceived in the seller-buyer relationship, collaboration can be hindered, which negatively impacts corporate performance. These findings also helped to understand the importance of interactional justice and to propose a new relationship between interpersonal and informational justice.

• The Journal of Korean Academic Society of Nursing Education
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• v.14 no.2
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• pp.195-204
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• 2008

Purpose: This study was performed to measure the justice of compensation (distributive justice, procedural justice) and the intention of turnover perceived by nurses, and to identify the relationship between these two variables. Method: This study was a cross-sectional survey. From May 26 to June 30, 2008, data were collected from the 300 nurses working at 6 general hospitals in 5 cities, Korea. Result: The score of compensatory justice was 2.47(distributive justice was 2.46, procedural justice was 2.48), and the score of turnover intention was 3.39. The Pearson Correlation Coefficient between these two variables was -.496. The perceived compensatory justice(distributive justice, procedural justice)by nurses, their age and working periods were the affecting factors on their turnover intention, and the power of explanation of these affecting factors was 43.4%. Conclusion: According to the results, procedural justice is the most powerful factor among these affecting factors. Therefore, it is concluded that to decrease nurses' turnover intention, nursing or hospital managers have to fairly operate their compensation system, especially procedural justice, in their organization.

• Journal of the Korea Safety Management & Science
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• v.15 no.4
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• pp.365-372
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• 2013

This paper reviewed the relationship between perceived organizational justice(distributive justice, procedural justice, interactional justice) and job stress, and the moderating effect of trust(organizational trust and superior trust). Based on the responses from 176 employees, the results of multiple regression analysis appeared as follow; 1) Distributive justice and interactional justice effect negatively on job stress, but procedural justice does not effect on job stress. 2) While organizational trust and superior trust are stronger, interactional justice effect less negatively on job stress. When interactional justice is higher, job stress is lower in high trust level than in low trust level.

• International Journal of Advanced Culture Technology
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• v.7 no.1
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• pp.49-57
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• 2019

The main purpose of the research is to examine impact of organizational justice and perceived organizational support on effectiveness of crime control in police organizations. This research employs a survey questionnaire to measure organizational justice, perceived organizational support, and effectiveness of crime control. The number of subject of the study is 285 police officers working in Daegu metropolitan city and some cities of Gyeongsangbuk-do province. The study employs regression analysis to analyze the effect of organizational justice and perceived organizational support on police performance. As the result of analysis, the effect of organizational justice on effectiveness of crime control is statistically significant at the level 0.01, perceived organizational support at the level 0.05. The key finding of this study is that in the performance-based management system, the reciprocal relationships between managers and individual officers with organizational justice and perceived organizational support play an important role in building a sustainable growth system in the police.

• Management Science and Financial Engineering
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• v.2 no.1
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• pp.53-71
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• 1996

In the literature, it is pointed that distributive justice explains pay satisfaction and job satisfaction better than procedural justice, and procedural justice explains organizational commitment and researcher's evaluation about the supervisor better than distributive justice. We empirically tested if these findings are valid in R＆D institutes with the data collected from Korean R＆D professionals. It is found that the relations between the justices and the outcome variables are more complicated. The result of the analysis shows that distributive justice is also significantly related to organizational commitment, but not to job satisfaction, and procedural justice is also significantly related to pay satisfaction, and job satisfaction. Implications of the findings and possible influence of the R＆D setting are discussed.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.17 no.6
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• pp.577-587
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• 2016

The purpose of this study is to test the relationships between transaction justice and partnership, between transaction justice and project performance, and between partnership and project performance in the selection process in which a prime contract company chooses a subcontractor. For the empirical study, we chose a research model based on related studies and surveyed the real contractors in the field of construction. The results of this study are as follows. First, the partnership has a statistically significant positive effect on the interactional justice, procedural justice, and distributed justice. Second, the project performance is affected by the interactional justice and procedural justice. Finally, the transaction justice has a directly positive relation with the project performance and an indirectly positive relation with the project performance through partnership. In this study, we carried out empirical research into the relationship between transaction justice and project performance through partnership.

• Journal of Korean Academy of Nursing Administration
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• v.15 no.3
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• pp.365-371
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• 2009

Purpose: The purpose of this study was to identify the influence of justice on empowerment perceived by nurses. Method: The subjects of this study were 388 nurses who were working at seven general hospitals in Seoul. The data were collected by structured questionnaires from April 1st to April 30th in 2007. Data were analyzed using descriptive statistics, mean, Pearson correlation, and stepwise multiple regression on SPSS/pc 14.0 program. Results: The mean score of procedural justice was 2.64(0.48), distributive justice was 2.45(0.51), and empowerment was 2.80(0.43). The result of correlation among the study variables, the procedural justice were positively correlated with empowerment(r=.462, p=<.001) and distributive justice(r=.563, p=<.001). The procedural justice explained 24.9% of the empowerment and distributive justice explained only 2.9% of the empowerment and both explained 27.8% of the empowerment when the variables run hierarchial regression. Conclusion: The findings showed that procedural justice was the most important factor for nurses' empowerment therefore nursing organizations must establish the strategies to improve procedural justice in order to promote nurses empowerment.