• Journal of Korea Society of Industrial Information Systems
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• v.28 no.6
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• pp.131-149
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• 2023

In light of the COVID-19 incident, organizations have recognized the importance of systematically managing knowledge resources to enhance work efficiency and performance within the organization. We have adopted the perspective of knowledge hoarding, which entails the ownership of individual knowledge, and aim to elucidate the underlying mechanisms that contribute to knowledge hoarding by considering the organizational environment, personal characteristics, and task characteristics. To test our hypothesis, we conducted a survey among employees working in companies that have implemented knowledge management policies or systems. We obtained a total of 381 samples, which were analyzed using AMOS 22.0 and Process 3.1 macros. Our findings reveal that distributive injustice leads to conflicts relationships and subsequently increases individual knowledge hoarding. Furthermore, we found that sensitivity to incentive interacts with distributive injustice, further exacerbating knowledge hoarding. Conversely, task interdependence mitigates knowledge hoarding by interacting with distributive injustice and relation conflict. These results contribute to the development of effective organizational knowledge management strategies aimed at curbing knowledge hoarding within the organization.

• Journal of Korean Academy of Nursing Administration
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• v.20 no.1
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• pp.59-68
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• 2014

Purpose: The purpose of this research was to delineate the effects of organizational injustice on negative behaviors of employees with the mediating effects of trust. Methods: A survey was conducted among 550 nurses in 11 departments of 3 hospitals located in the Pohang area. Data were analyzed using frequency, descriptive statistics. correlation coefficients, regression analysis. Results: Procedural injustice (${\beta}$=-.48, p<.001) had the greatest negative effect on organizational trust, followed by interactional injustice(${\beta}$=-.15, p<.001) and distributive injustice(${\beta}$=-.14, p<.001). For supervisor trust, both procedural (${\beta}$=-.11, p=.006) and interactional (${\beta}$=-.63, p<.001) injustice had a negative effect. While supervisor trust (${\beta}$=-.28, p<.001) had greater negative effects on organizational negative behaviors of nurses compared to organizational trust (${\beta}$=-.21, p<.001), supervisor trust (${\beta}$=-.29, p<.001) had negative effects on personal negative behaviors but organizational trust had no significant effect on personal negative behaviors. Conclusion: To reduce the negative organizational behaviors of nurses, an organizational effort is needed to reduce procedural injustice by introducing fair organizational management and to reduce interactional injustice through formal or informal communication channels between supervisors and nurses.

• The Journal of the Korea Contents Association
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• v.11 no.12
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• pp.190-205
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• 2011

The purpose of this study was to investigate the effects of the MICE industrial employee's job stressors on intent to leave and test of the mediating role of job satisfaction and job commitment. For the study, job stressors were defined 3 groups with 7 sub-factors, such as role stressors of role ambiguity, role conflict and role overload, task stressors of job routineness and job heteronomy, organizational stressors of job insecurity and distributive injustice. Data were collected from 303 MICE industrial employees in metropolitan area by structured questionnaires. Collected data were analyzed by AMOS 18.0 and findings are as follows. Firstly, on aspect of total effectiveness, the seven job stressors had harmful effect on intent to leave, especially organizational stressors had more serious effect on intent to leave than role stressors. Secondly, not only job satisfaction and job commitment had meditators role but also influenced on intent to leave directly. Thirdly, role ambiguity had effect on intent to leave indirectly through the job satisfaction, while role conflict and role overload had effect on intent to leave directly, and also indirect effectiveness on it through the job commitment. Fourthly, job routineness and job heteronomy had effected on intent to leave only through the meditators. Not only job insecurity and distributive injustice had influenced on intent to leave directly but also effectiveness on it indirectly through the meditators.

• Journal of Service Research and Studies
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• v.13 no.2
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• pp.161-180
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• 2023

This study empirically analyzed the effect of perceived injustice on service recovery measures proposed by online food delivery service (OFDS) companies on consumer disappointment. This study adopted interaction justice, information justice, procedural justice, and distributive justice as sub-variables of justice perception based on the justice theory. In addition, the differences by generation (MZ generation and other generations) were examined in the relationship between negative word-of-mouth behavior and switching intentions due to service recovery failure. An online survey was conducted targeting 250 adult consumers in the U.S for the empirical analysis of this research model. The results of the data analysis demonstrated that negative perceptions about the procedural justice and distributive justice among the service recovery strategies had a positive effect upon the consumer's disappointment. Furthermore, it was confirmed that the consumer's disappointment due to the perceived injustice of the service recovery strategy had a positive effect on the consumer's negative word-of-mouth behavior and switching intentions. The verification results of the moderation effect in the relationship between negative word-of-mouth behavior and switching intention, it was found that the younger the age(MZ generation), the higher the possibility of causing dysfunctional behavior. This study expands the scope of related research by presenting a new perspective on the justice perception in the service recovery process by verifying dysfunctional behavior of consumers caused due to the failure of the service recovery strategy. It is believed that the results of this study will be used as basic data for the establishment of practical strategies for OFDS companies to prevent double defection of their customers.