• 벤처혁신연구
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• 제6권3호
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• pp.203-220
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• 2023

본 연구는 금융 세일즈 조직에서 근무하는 종업원의 직무 몰입에 영향을 미치는 요인에 대해 실증 분석을 한 것이다. 이를 위해 애자일 리더십과 조직 공정성을 독립변수로 설정하였다. 애자일 리더십의 하위 구성요소를 적응성, 협업 촉진, 문제해결 능력, 애자일 접근으로 세분화하였다. 조직 공정성은 분배 공정성, 절차 공정성, 상호작용 공정성으로 세분화하였다. 자료의 수집은 온라인 설문을 통해서 했으며 유효한 245부를 위계적 회귀분석 방법으로 분석하였다. 실증 분석 결과는 다음과 같다. 애자일 리더십의 하위 요소인 적응성, 협업 촉진, 애자일 접근 및 조직 공정성의 하위 요소인 분배 공정성, 상호작용 공정성이 금융 세일즈 조직 종업원의 직무 몰입에 유의한 정(+)의 영향을 미쳤다. 반면 애자일 리더십의 문제해결능력과 조직 공정성의 절차 공정성의 유의성은 검증되지 않았다. 유의한 영향을 미친 변인들의 영향력은 적응성, 상호작용 공정성, 협업 촉진, 분배 공정성, 애자일 접근 순이었다. 이러한 연구 결과는 학술적으로는 비교적 보수적인 조직인 금융 조직에서 애자일 리더십의 영향력을 확인한 것이며, 실무적으로는 4차 산업혁명 시대를 대비한 금융권의 변화를 위한 시사점을 제시한 것이다.

• 산업융합연구
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• 제21권12호
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• pp.11-23
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• 2023

본 연구는 서비스회복 공정성, 잔여감정, 그리고 고객행동의 관계에 관한 것으로 서비스회복에 대한 공정성이 잔여 감정에 영향을 미치고 이러한 잔여감정은 고객의 부정적 행동에 영향을 미친다는 것을 실증적으로 검증하고 있다. 또한 본 연구는 고객-브랜드관계품질을 감정적 관계품질과 인지적 관계품질로 구분하고 어떤 유형의 관계품질인가에 따라 분배, 절차, 상호작용공정성이 잔여감정에 미치는 영향정도가 상이할 수 있음을 검증하고자 한다. 설문지를 통해 자료를 수집하였으며 구조방정식 모형으로 가설을 검증하였다. 연구결과 서비스회복 공정성 중 절차, 상호작용 공정성은 잔여감정에 유의한 영향을 미치는 것으로 나타났고, 잔여감정은 재방문의도, 부정적 구전의도에 유의한 영향을 미치는 것으로 나타났다. 또한 분배공정성, 절차공정성이 잔여감정에 미치는 영향은 인지적 관계품질이 감정적 관계품질보다 더 높은 것으로 나타났고, 상호작용공정성이 잔여감정에 미치는 영향은 감정적 관계품질이 인지적 관계품질보다 더 높은 것으로 나타났다.

• 한국병원경영학회지
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• 제9권1호
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• pp.115-132
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• 2004

The purpose of this study is to investigate the impacts of distributive and procedural justice on job satisfaction and organizational commitment among hospital nurses. The samples of this study consisted of 353 nurses from 8 general hospitals located in Seoul and Youngnam area in Korea. Data were collected with self-administered questionnaires and analyzed using hierarchical regression technique. Contrary to the predictions of the interaction, main effect or cultural model, the results of this study show that both distributive and procedural justice have significant positive impacts on job satisfaction and organizational commitment among hospital nurses, and the former has stronger effects than the latter. The results imply that hospital administrators should take measures to establish procedural and distributive justice to increase job satisfaction and organizational commitment among hospital nurses.

• 품질경영학회지
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• 제30권3호
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• pp.1-19
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• 2002

Greenberg(1990) suggested that organizational justice research may potentially explain many organizational behavior outcome variables. One example of nontraditional job behavior is service quality, for it is part of the spontaneous and innovative behaviors noted by Katz(1964). The first purpose of this research is to test the effects of organizational justice on service quality, and the second purpose is to test the moderating effects of sex and tenure on the relationships between organizational justice and service quality According to statistical analysis, only interactional justice had an impact on service quality. Also the results of moderating regression analysis showed that short term employees were more sensitive to distributive justice than long term employees. This result means short term employees are more interested In incentive system than long term employees.

• 통상정보연구
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• 제9권4호
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• pp.289-306
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• 2007

The purpose of this study is to find out the relationship between perceived organizational justice(distributive, procedural, interactional), job satisfaction, organizational commitment, and turnover intention information technology firm. I made the theoretical proposed model to explain these relationships between the constructs, identify the operational definitions and 5 hypotheses(6 sub-hypotheses) was established. The research came to the conclusions as follows: First, perceived justice had the positive effect to the job satisfaction and organizational commitment empirically. Second, I found the relationship between job satisfaction and organizational commitment was positive. Third, job satisfaction had not the positive effect directly, but indirect effect via organizational commitment was identified in turnover intention by empirical test. Finally, perceived organizational justice, job satisfaction, organizational commitment, and turnover intention was significantly related and to decrease the turnover intention, varieties of methods and ways would be developed that raise the perceived organizational justice, job satisfaction, organizational commitment.

• Journal of Information Science Theory and Practice
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• 제1권4호
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• pp.12-37
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• 2013

Organizational climate and organization culture can be some of the leading factors in hindering knowledge sharing within the organization. It is generally accepted that successful knowledge management practice, including knowledge sharing, comes as a result of a conducive and knowledge sharing friendly environment. Organizations that promote and reward collective work generate a trustful and a more collaborative learning culture. The perception of fairness in an organization has been considered an important indicator of employee behavior, attitude, and motivation. This study investigates organizational justice perception and its impact on knowledge sharing practices among forensic experts in the Turkish National Police. The study findings revealed that senior officers, who are experts in the field, have the strongest organizational justice perception. Meanwhile, noncommissioned officers or technicians bear positive but comparatively weaker feelings about the existence of justice within the organization. The study argues that those who satisfy their career expectations tend to have a higher organizational justice perception.

• 아동학회지
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• 제12권2호
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• pp.5-17
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• 1991

The purpose of the present study was to investigate developmental trends and relationships between justice and friendship. Four different interviews were administered individually to fifty 4-to 8-year old children. In the Justice domain, the interviews consisted of open-ended questions devised to investigate the children's understanding of justice and a hypothetical story dilemma based on Damon(1977). In the friendship domain, the interviews consisted of open-ended questions based on Bigelow(1975; 1977) and Damon(1977) and a hypothetical story dillema based on Selman(1981). The developmental stage of each concept was determined through content analysis of the responses each child. Statistical analysis of obtained data was by percentage and Goodman-Kruskal's ${\gamma}$. * The results showed that children's conceptions of justice and of friendship developed in an age-related manner during early and middle childhood. While there was a significant correlation between children's conceptions of justice and friendship, this result was due to age-relatedness. The results of the present study support a domain specific approach to social cognition.

• 대한안전경영과학회지
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• 제11권1호
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• pp.137-142
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• 2009

This paper reviewed the relationship between perceived justice and service quality, and the moderating effect of gender in the franchise system of food service business. Based on the responses from 135 franchisees, the results of multiple regression analysis showed that distributive and procedural justice have positive relationships with almost service quality factors. The results of moderating analysis showed that male franchisees have more positive relationships with almost service quality factors than female franchisee while in distributive justice, and that female franchisees have more positive relationships with almost service quality factors than male franchisee while in procedural justice.

• 가정∙방문간호학회지
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• 제23권1호
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• pp.53-61
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• 2016

Purpose: This study aimed to examine the effects of self expression and perceptional justice on the organizational socialization of nurses. Methods: Participants were 188 nurses in 3 regions at 4 different general hospitals with 400 beds each. Data were collected using self-report questionnaires from August 15 to September 15, 2012. Data were analyzed using descriptive statistics, t-test, one-way ANOVA, Pearson correlations, and multiple regression using SPSS 18.0. Results: Organizational socialization was positively correlated with self-expression and perception of justice. The significant predictors of organizational socialization of nurses were Perception of justice, self-expression, marital status, department of work, and hospital size. These variables explained 41% of the variance in organizational socialization of nurses. Conclusion: These results suggest that organizational socialization of nurses could be enhanced by increasing self-expression and perception of justice.

• 간호행정학회지
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• 제15권2호
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• pp.216-224
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• 2009

Purpose: The purpose of this study was to investigate the effects of organizational justice on job satisfaction, organizational commitment and health among hospital nurses. Method: The sample of this study consisted of 267 nurses from 3 general hospitals located in Seoul, Korea. Data were collected with self-administrated questionnaires and analyzed hierarchical multiple regression. Result: The distributive and procedural justices had effects on nurses' job satisfaction and organizational commitment, but no effects on health. The procedural justice had more effects on nurses' job satisfaction and organizational commitment than distributive justice. There was no moderating effect of distributive and procedural justices on nurses' job satisfaction, organizational commitment and health. Conclusions: It is important for hospitals to be established fair reward systems which should focus on both outcomes and processes in order to evaluate nurses' rewards. It is suggested that new moderators like personality or organizational structure should be considered for future research.