• International Journal of Quality Innovation
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• v.7 no.1
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• pp.1-19
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• 2006

This study sought to examine the effect of three (distributive, procedural, and interactional) justice perceptions in predicting employees' motivation to participate in training activities. On the basis of theoretical linkages between the constructs, full mediation and partial mediation models by perceived benefits of training were developed. The models were tested using SEM (Structural Equation Modeling) on responses from 302 employees of three wireless operators in the Republic of Korea. The results showed the partial-mediation model is a dominant model. It also confirmed that interactional justice directly influence motivation to participate in training, whereas procedural justice influence the variable through perceived benefits of training. Furthermore, limitations and implications of the current study and directions for future work are discussed.

• 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.

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

• International Journal of Contents
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• v.6 no.2
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• pp.41-52
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• 2010

The purpose of this study was to provide a more comprehensive model which integrates a social exchange construct (i.e., organizational commitment) as a mediator to test the relationship between organizational justice and employees' bebaviors such as intent to leaving and custormer-oriented behavior. Based on the data collected from ten Chinese full-service restaurants, this study analyzed the proposed hypotheses through model comparison by using structural equation modeling (SEM) technique with AMOS 7.0. The results indicated that (1)distributive justice had negative influence on employees' turnover intention and positive influence on employees' customer oriented behavior and these influences were fully mediated by employees' affective commitment to their organizations; (2)procedural justice had negative influence on employees' turnover intention and positive influence on customer oriented behavior and these influences were only partially mediated by employees' affective commitment to their organizations. Managerial implications and future research directions were proposed at the last part of this study.

• East Asian Journal of Business Economics (EAJBE)
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• v.9 no.3
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• pp.1-13
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• 2021

Purpose - For many Vietnamese students, the national high school graduation examination is one of the most important exams in their lives, transitioning from high school to tertiary education. Considering that the national examination is exceptionally important for admission of higher education, failure of management system and educational inequalities lead to serious academic concerns. By using the concept of justice and motivation, the current study aimed to explore the effects of justice dimensions and motivation on student satisfaction in the context of education, specifically focusing on the national examination for higher education. Research design, data and methodology - In this regard, this study proposed a conceptual model and conducted an online survey to test relevant hypotheses. Result - The empirical findings of the study found that procedural, distributive justice, and intrinsic motivation affected the level of student satisfaction. The results found that distributive and procedural justice and intrinsic motivation showed significant on satisfaction. Conclusion - The results of this study would be useful for policymakers to make more informed choices and also suggest further programs and projects of the Vietnamese government, aiming to develop the system of university admissions in the future. This study suggests that adoption of better management system and policies will significantly affect academic satisfaction and higher education environment.

• The Journal of the Korea Contents Association
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• v.21 no.10
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• pp.494-507
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• 2021

This study conducted a regression analysis on 312 local government officials in Gyeonggi-do to verify the hypothesis on the relationship between job autonomy and organizational citizenship behavior. Path analysis was conducted to analyze the mediating effect of organizational fairness recognition and the moderating effect of self-efficacy. Looking at the analysis results, first, it was confirmed that the higher the degree of job autonomy perceived by the members of the organization, the more positive (+) organizational citizenship behavior was. Second, the partial mediating effect of procedural justice was confirmed in the relationship between autonomy and organizational citizenship behavior. On the other hand, the mediating effect of distributional justice was rejected in the relationship between autonomy and organizational citizenship behavior. Third, self-efficacy controlled the mediating role between job autonomy and organizational citizenship behavior in recognition of procedural justice. Fourth, it was analyzed that self-efficacy plays a controlling role between job autonomy and organizational citizenship behavior. The results of this study are expected to contribute to the development of organizational behavior theory through preceding factors of organizational citizenship behavior to improve the organizational performance of local public officials.

• Proceedings of the Safety Management and Science Conference
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• 2005.11a
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• pp.264-275
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• 2005

This paper is to test the mediating effect of superior trust on the relationship between organizational justice and service quality in service food industry. Based on 302 data gathered in western Kangwon area, analysis result showed that procedural, interactional, and distributive justice have affirmative relation with trust, and also trust has close relation with service quality. Therefore, trust appeared to have fully mediating effect on the relationship between organizational justice and service qualify.

• Journal of Industrial Convergence
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• v.7 no.2
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• pp.17-31
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• 2009

The purpose of the present is to investigate the relation of organizational cynicism to organizational justice and organizational commitment. Questionnaire data were collected from 185 employees. To test the hypotheses, structural equation model was employed. The model showed adequate fit to the data. Results showed that organizational justice(distributive justice and procedural justice) were negatively related to organizational cynicism. Also, results supported the hypothesized relationship between organizational cynicism and organizational commitment(affective and continuance commitment). Organizational cynicism negatively affected organizational commitment. Implications are discussed and future research directions are outlined.

• Journal of Industrial Convergence
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• v.21 no.12
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• pp.11-23
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• 2023

This study aims to investigate the relationship between service recovery justice, residual emotions, and customer behavior. It empirically verifies that low justice in service recovery affects residual emotions and, in turn, has an impact on customers' negative behaviors. Furthermore, this research distinguishes customer-brand relationship quality into emotional relationship quality and cognitive relationship quality and seeks to validate that the type of relationship quality may influence the extent to which the justice of recovery processes affects residual emotions. Data was collected through surveys, and hypotheses were tested using structural equation modeling. The research findings indicate that among the dimensions of service recovery justice, procedural justice and interactional justice significantly influence residual emotions. Moreover, residual emotions have a significant impact on both the intention to revisit and the intention to engage in negative word-of-mouth. In addition, the impact of distributive justice and procedural justice on residual emotions was found to be higher for cognitive relationship quality than emotional relationship quality, and the impact of interactional justice on residual emotions was found to be higher for emotional relationship quality than cognitive relationship quality.

• 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.