• 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.

• Journal of the Korea Safety Management & Science
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• v.16 no.3
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• pp.399-409
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• 2014

The purpose of this study includes: Firstly, to examine the effects of procedural justice and job significance on value of work, psychological ownership, and job satisfaction. Secondly, to examine the mediating effect of the value of work, psychological ownership on the relationship between procedural justice, job significance and job satisfaction. For the study, the data was collected from convenient sample of 273 nurses at university hospital in a city to test theoretical model and its hypotheses. All data collected from the survey were analyzed using with SPSS 18.0 and AMOS 18.0. This study reports findings as followed: first, the relationship between the procedural justice and the value of work is positively related. Second, there was also a positive correlation between the procedural justice and the psychological ownership. Third, there was also a positive correlation between the job significance and the value of work. Fourth, the relationship between the job significance and the psychological ownership is positively related. Fifth, there was also a positive correlation between the value of work and the psychological ownership. Sixth, there was also a positive correlation between the procedural justice and the job satisfaction. Seventh, the relationship between the job significance and the job satisfaction is positively related. Eighth, there was also a positive correlation between the value of work and the job satisfaction. Ninth, there was also a positive correlation between the psychological ownership and the job satisfaction. Finally, the value of work and psychological ownership played as a partial mediator on the relationship between procedural justice and job satisfaction. Also, the value of work and psychological ownership played as a partial mediator on the relationship between job significance and job satisfaction. Based on these findings, the limitations of the study and some directions for future studies were presented.

• Convergence Security Journal
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• v.15 no.4
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• pp.141-147
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• 2015

KICS is intended to facilitate the computerization of the criminal justice process and realize a quick and transparent criminal justice process. Thus, it has been operating in the field of criminal justice by establishing criminal justice portal for the empowerment of the people. While in 2008 the opposition by the Court concerns the independent function of the judiciary and privacy violations presented in conjunction with its own operating system between the judiciary and other institutions. KICS improve office productivity by creating documents in a single criminal justice agencies to reduce costs, and costs of document exchange between criminal justice agencies. Secondly, the decision-making process is simplified by using the electronic documentation system and speed up, bind and document handling procedures ranging from preserving documents received are reduced dramatically contribute to the competitiveness of the organization through business improvement. Third, The use of an electronic document stored in the information is easy, and it is possible to easily access a variety of information can facilitate the realization of an open state by smoothly to provide information about the people. Finally, KICS building a network of criminal legal systems to maximize the benefits and the electronic integration effect it is being evaluated to improve the overall efficiency of the criminal legal system.

• International Journal of Advanced Culture Technology
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• v.8 no.2
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• pp.68-75
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• 2020

The purpose of this study was to investigate the effect of police officers' participatory decision-making, supervisory quality and attitude, organizational justice on job satisfaction focused on mediating effect of work-life conflict. As a result of analysis of 185 police officers, the results were as follows. The causal relationships between participatory decision-making, organizational justice and work-life conflict, the ones between supervisory qualities and attitude, organizational justice, work-life conflict and job satisfaction, all of them reached the significance levels, not the causal relationship between supervisory qualityand attitude work-life conflict. Thus, the results for the interaction have shown, participatory decision-making and organizational justice and work-life conflict have negative influences on work-life conflict respectively, and supervisory qualities and attitude conflict, organizational justice conflict, work-life conflict have effect on job satisfaction with positive and negative effect. The Sobel-test showed that the Sobel-test statistic of the mediating effect of work-life conflict on causal relationships between organizational justice and job satisfaction is significant, but not in the mediating effect of work-life conflict on causal relationships between supervisory qualities and attitude and job satisfaction. According to the analytical results, work-life conflict is an important factor that can improve police officers' job satisfaction in the public organizational context with an open-oriented- system and culture for employees' participation in the process of decision making and equality and fairness for organizational management. It is also noted that work-life harmony for employees may be incompatible with the supervisor's perception of the work-oriented or prioritized-way in hierarchical organizations like police agencies.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.16 no.6
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• pp.3829-3836
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• 2015

The actual complaint handling response of the company serves as an important success factor for the company to reduce defection rate of customers who have complaints. In this regard, this study sought to divide the company's complaint handling response into substantial compensation, favorable employee behavior and organizational procedures, empirically verify the effects of the customer's justice perception on trust and satisfaction, and thus to present the importance of the company's actual response. To this end, the data obtained from a survey of 210 customers who filed complaints directly to the company was analyzed using SPSS and AMOS. The research results can be summarized as follows. The compensation for customers with complaints has a significant effect on justice, and the favorable employee behavior also has a significant effect on justice. In addition, the organization procedures about handling complaints have a significant effect on justice. Especially the justice as justice perception was found to affect the future behaviors of customers such as trust and satisfaction. Based on these findings, this study presented implications and suggested future research.

• Journal of Digital Convergence
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• v.17 no.6
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• pp.177-184
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• 2019

The environment of modern corporate management is undergoing many changes due to the horizontal organizational structure and the spread of team system. The importance of collective leadership that all members can pursue together beyond the existing personal leadership is increasing day by day. This study was conducted to analyze the effects of shared leadership on psychological empowerment, organizational justice and organizational commitment using PLS, a structural equation tool. The analysis highlighted the following. First, shared leadership exerted positive effects on psychological empowerment and organizational justice. Second, psychological empowerment exerted positive effects on organizational justice and organizational commitment and lastly, organizational justice exerted positive effects on organizational commitment. The causality between shared leadership, psychological empowerment, organizational justice and organizational commitment. This study demonstrated the important relationship between shared leadership and psychological empowerment and organizational justice, which will serve as a guideline for further organizational commitment.

• Journal of Korea Society of Digital Industry and Information Management
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• v.15 no.3
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• pp.175-195
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• 2019

This research aims to examine the cause-and-effect relationship between Organizational Justice and Organizational Commitment within ICT corporates for fire prevention, through Leader-Member Exchange(LMX) and Organizational Support. A survey was conducted to corporate employees from staff members to executives. A total of 316 responses were collected during two weeks from May 1st to 17th, 2019, and were analyzed in this research. The result of the theory on ICT fire prevention was as follows: First, Distributive Justice has significant influence on Organizational Support, while it does not on LMX. Second, Procedural Justice has significant influence on both Organizational Support and LMX. Third, while Interactional Justice does not have significant influence on Organizational Support, LMX showed significant influence. Fourth, Organizational Support has significant influence on Organizational Commitment. Fifth, LMX has significant influence on Organizational Commitment. This research is academically significant in that it applied the Justice Theory on ICT corporates for fire prevention from staff members to executives. It is considered so, since existing researches mainly address on the status of technologies and policies on how to link fire prevention and ICT, and not on fair compensation based on Organization Justice theory. Practical significance can be found in its suggestions to improving organizational culture from top-down to bottom-up, thus creating free and engaging atmosphere at work. It is therefore needed to conduct further researches that categorize executives by their traits, and examine factors influencing on organizational commitment within ICT corporates for fire prevention.

• Journal of Information Technology Applications and Management
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• v.26 no.2
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• pp.41-60
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• 2019

O2O(Online-to-Offline) commerce, a kind of multi-channel, is used in various industries such as accommodation, food and beverage, transportation, and real estate. The O2O commerce, a channel of integrating online and offline, overcomes the limitations of traditional online commerce, where a customer made a purchase decision without direct experience. Despite this advantage of O2O, if the online-offline channel is not effectively linked, customer's complaints would occur due to service failure. This study, with regard to O2O service failure circumstances, intends to investigate the effect of customer's perceived justice on their emotional response, recovery satisfaction, followed by intention to repurchase. Perceived justice in this study is composed of distributive justice, interactional justice, and procedural justice. Furthermore, this study explores the moderation effect of O2O industry types in the relationship between perceived justice and emotion. An O2O industry type is classified into accommodation, food and beverage, and transportation. A hypothesized research model was empirically tested using a structural equation model. The current study collected 433 questionnaires and the target respondents are customers who have experienced service failure in O2O commerce. The empirical results showed that O2O commerce more effectively conducts service recovery strategy and causes positive customer response by integrating online and offline channel. One of the ultimate purposes of O2O service providers is to reduce the likelihood of service failures and to recover more quickly and efficiently by linking two channels rather than using a single channel. This study suggested that the O2O channel is effective in influencing customer satisfaction and loyalty by inducing customer's positive emotions in recovering service failure.

• Knowledge Management Research
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• v.22 no.2
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• pp.269-288
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• 2021

In a rapidly changing corporate environment, the relationship among organizational justice, job attitude, and cynicism as factors influencing exit, voice, loyalty, and neglect that can promote the performance improvement of organizational members was analyzed with the PLS (Partial Least Squares) structural equation in two stage approach. Organizational justice constitutes a formative secondary factor by the first order of distributional justice, procedural justice, and interactional justice, and job attitude is a formative secondary factor of job satisfaction and organizational commitment. We analyze the direct and indirect effects by mediating relationships of cynicism and job attitude on the factors such as exit, voice, loyalty, and neglect. From the perspectives of knowledge management, we analyzed how the perception of organizational justice affects the overall performance of the organization through the improvement of the employees' performance.

• Asia-Pacific Journal of Business
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• v.13 no.3
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• pp.261-279
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• 2022

Purpose - The purpose of this study was to examine the effect of regulatory focus on proactive behavior and to examine the mediating effect of work hope between superior's regulatory focus and subordinate's proactive behavior. In addition, the purpose of this study was to investigate the moderating effect of interpersonal justice between regulatory focus and work hope, and the moderated mediating effect of work hope and interpersonal justice in the relationship between regulatory focus and proactive behavior. Design/methodology/approach - This study used data 255pairs(510people) collected from Public organizations such as gu office and private organizations that perform various tasks such as human resources, finance, accounting, marketing, and R&D. The Confirmatory Factor Analysis (CFA) and the multiple regression analysis were used in order to analyze the data. Findings - The result showed that promotion focus was positively related to proactive behavior. In addition, this study found that the relationship between promotion focus and proactive behavior was mediated by work hope. Regarding the moderating roles of perceived interpersonal justice, the results showed that perceived interpersonal justice significantly interacted with promotion focus in influencing work hope. Finally, the moderated mediation analysis showed that the indirect effect of promotion focus on proactive behavior through work hope was valid only for subordinates with high perceived interpersonal justice. Research implications or Originality - In order to increase proactive behavior, it is necessary to focus on promotion focus and to increase the positive psychology such as hope. In addition, it is necessary to increase perception of interpersonal justice.