• Journal of Korean Society of Industrial and Systems Engineering
• /
• v.27 no.1
• /
• pp.93-102
• /
• 2004

In recent several studies, interactional justice as well as distributional justice and procedural justice was founded as a important factor of justice. But the other studies proposed that interactional justice was a sub-dimension of procedural justice because of a very close correlation between two factors. So there are mixed point of view of the factor structure of justice. In this study, we examined the factor structure of justice using confirmative factor analysis. We hypothesized that the facto, structure of justice would be divided into three factors; distributional justice, procedural justice and interactional justice. The results of empirical study supported these hypotheses. The results of this study suggest that interactional justice should be regarded as a important factor of justice to analyze the justice and the relationship with justice and related variables more accurately.

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

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

• 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.

• Journal of Distribution Science
• /
• v.16 no.12
• /
• pp.105-113
• /
• 2018

Purpose - This research is intended to suggest ways to enhance customers' satisfaction with service recovery. For this purpose, this study investigated the relationships among perceived justice (distributive, procedural, interactional justice) of service recovery efforts, perceived authenticity of service recovery efforts, the intention to follow advice, and the satisfaction with service recovery. Research design, data, and methodology - This research developed a structural equation model in which the perceived justice (distributive, procedural, interactional justice) and the perceived authenticity are predictors, the satisfaction with service recovery is a dependent variable, and the intention to follow advice is a moderator between the perceived justice (distributive, procedural, interactional justice) and the satisfaction with service recovery. Data were collected from visitors of fast food restaurants in Seoul, Gyeonggi province, and Kangwon province. A total of 330 questionnaires were distributed and 295 responses were collected indicating a response rate of 89.3%. After deleting data having missing value, 288 samples were used for analysis. SPSS 21.0 and AMOS 21.0 were used to test the reliability, validity, model fit, and hypotheses. Results - Empirical results showed that perceived justice, perceived distributive justice, and perceived authenticity had a positive influence on the satisfaction with service recovery. These results indicated that the more highly customers perceived the justice, distributive justice and the authenticity of service recovery efforts, the more they were satisfied with service recovery. And these influences were moderated by the intention to follow advice. Specifically, influences of the perceived justice, the perceived distributive justice, and the perceived authenticity on the satisfaction with service recovery were bigger for people with high intention to follow advice than people with low intention to follow advice. Conclusions - This research contributed to the service recovery literature by showing how perceived justice (distributive, procedural, interactional justice) and perceived authenticity influence satisfaction with service recovery. Moreover, current study introduced the intention to follow advice as moderator of this influence and revealed the moderation role of the intention to follow advice between the perceived justice (distributive, procedural, interactional justice) and the satisfaction with service recovery. Managerially, these results suggested retailing companies some ways to recover from service failure.

• Journal of Korean Academy of Nursing Administration
• /
• v.16 no.3
• /
• pp.276-285
• /
• 2010

Purpose: The purpose of this study was to investigate the effects of organizational justice and dispositional affectivity on job satisfaction and intent to leave among nurses. Methods: The sample of this study consisted of 274 nurses from 2 general hospitals located in Incheon. Data were collected with self-administered questionnaires and were analyzed by hierarchical multiple regression. Results: Distributive and interactional justices had positive impacts on nurses' job satisfaction. Distributive, procedural and interactional justices had negative impacts on nurses' intent to leave. It was found out that positive affectivity significantly moderated the effect of interactional justice on job satisfaction while dispositional affectivity did not significantly moderate the effect of organizational justice on the intent to leave. Conclusion: The results imply that hospital administrators should pay attention to the dispositional affectivity of nurses to increase their job satisfaction. Further, hospital needs to maintain organizational justice to reduce nurses' turnover.

• Journal of the Korea Safety Management & Science
• /
• v.14 no.2
• /
• pp.229-236
• /
• 2012

This paper reviewed the relationship between organizational justice and innovative behavior, and the moderating effect of gender. The results of multiple regression analysis, based on the responses from 412 employees in small business, showed that distributive justice, procedural justice and interactional justice have positive relationships with innovative behavior(process innovation, operation innovation, service innovation). In moderating effects, distributive justice more positively related with innovative behavior(process innovation and operation innovation) in male-group than in female-group. But interactional justice more positively related with innovative behavior(operation innovation and service innovation) in female-group than in male-group.

• Journal of Convergence for Information Technology
• /
• v.8 no.1
• /
• pp.291-300
• /
• 2018

The purpose of this study is to analyze the effect of Organizational justice and Empowerment on customer orientation. As a factor affecting customer orientation, sub - variables of organizational justice were set as dstributive justice, procedural justice and interactional justice, and sub-variables of empowerment were set as meaning, competence, self-determination, and impact. As a result of analysis, the dstributive justice, procedural justice, and interactional justice of organizational justice were analyzed as factors influencing customer orientation. competence, self-determinationr, and impact factors were analyzed as factors affecting customer orientation. However, the meaning of the empowerment did not affect the customer orientation. The work environment of small and medium-sized journalists is performing work without restriction of time and space in internet environment. This environment is a digital environment that we have not experienced before. However, organizational justice and empowerment factors are analyzed as important influences on customer orientation as same as previous research results.

• Journal of Digital Convergence
• /
• v.12 no.12
• /
• pp.139-149
• /
• 2014

This paper aims to examine the moderate effects of LMX on the relationships between appraisal justice and organization commitment. Additionally, This study is to identify the influences of appraisal justice on the organization commitment in the organization. To accomplish these purposes, the main factors of the appraisal justice such as distributive justice, procedural justice and interactional justice were found from the previous studies. This study used the statistical techniques such as descriptive analysis, reliability analysis, discriminant analysis, factor analysis, correlation analysis, multi regression analysis, and hierarchical regression analysis. The following are the summary of hypothesis test: First, all three justice factors are essential to enhance the level of organizational commitment in appraisal about employee of enterprises. Second, interactional justice among factors of appraisal justice have differential influence on organization commitment by LMX.

• Journal of Digital Convergence
• /
• v.20 no.5
• /
• pp.139-148
• /
• 2022

The research focuses on the interactional justice of organizational members and supervisors within Chinese organizations. In terms of organizational performance, the focus is on creativity by members, based on the need for innovation today. Furthermore, it verifies the influence of moral leadership on members' innovative behavior and the various effects of trust on members' superiors. This study empirically examined 330 Chinese small practitioners and identified the role of interactional justice in increasing the creative influence of organizational members to date in Chinese small. This study will propose ways to increase the level of creative and reduce the level of procedural justice, and discuss future research directions related to this.