• The Journal of the Korea Contents Association
• /
• v.20 no.6
• /
• pp.211-219
• /
• 2020

The purpose of this study is to examine the moderating effects of perceived organizational justice on the associations between personal job-organizational fit and job loss perceived by social workers. The survey was conducted on social workers in Gwangju. This study conducted descriptive statistics, correlation analysis, hierarchical multiple regression analysis using SPSS 24.0 as an analysis method to verify the main assumptions of this study. The analysis showed that First, The degree of personal job-organizational fit was shown to be slightly higher than normal. perceived organizational justice was investigated as two sub-factors, and distributive justice was shown to be slightly lower than normal and procedural justice to be higher than normal. The degree of job loss was also investigated at a lower level than normal. Second, personal job-organizational fit had negative(-) effects on job loss and the effects were moderated by perceived organizational justice.

• Journal of the Korean Society for information Management
• /
• v.30 no.2
• /
• pp.35-59
• /
• 2013

The aim of this study is to investigate the role of information service failure severity within existing framework of service recovery justice research and analyse the effects of the attribution of service recoveries on recovered user satisfaction and revisit. For empirical analysis, A total of 452 valid questionnaires were used to analyse the data gathered from university students who experienced the information service failures of university library. Some findings of the research are as follows: First, service failure severity has negative effect on service recovery justice. Second, procedural and interactional recovery justice has positive effect on recovered user satisfaction. Third, service recovery justice has significant influence on procedural and interactional justice. Finally, recovered user satisfaction has positive effect on user revisit and mouth of word.

• Journal of Distribution Science
• /
• v.5 no.1
• /
• pp.5-22
• /
• 2007

This research is focused on the effects of salesmen's service-justice and using the IT devices on customer response. Specially, I want to know for the response when our customer take the service from the salesmen. From analysis of the resulting data, using the IT devices are increased the quality of salesmen's service-justice. Salesmen's distributive-justice affects to positive the relationship quality. But procedural justice and interactional justice cannot affect to positive the relationship quality. Maybe, I think that the reason will be a feature of insurance goods. And relationship quality affect to positive the customer's response. There are limitations on generalization due to the results based on only insurance industry, but this study will be a useful exploratory step before designing a future survey.

• Journal of the Korea Academia-Industrial cooperation Society
• /
• v.13 no.7
• /
• pp.2909-2920
• /
• 2012

The roles of public and private employment service agencies have been considered crucially important due to the increasing interest of employment services and policies since the Korean Currency Crisis. Eventually, the roles of a manager and a follower of employment service agencies have been of greater importance. In this study, several means concerning the improvement in organizational performances are suggested by studying the leadership's influence of a team leader in employment service agency over the organizational commitment of the followers. In addition to this, influential factors exerted to the organizational performances in an employment service agency have been analysed by the justice awareness between the two groups - team leaders and followers. The analytic results have shown that the transactional leadership has nothing to do with the organizational commitment whereas the transformational leadership has the positive influence over the organizational commitment. However, the leadership of a leader surely influences both distributional and procedural justice. With these facts, it has been proven that these justice have also influenced on the organizational committment. Throughout the process, it has been identified that the distributional justice has more impact on the organizational commitment rather than on the procedural justice.

• The Journal of the Korea Contents Association
• /
• v.11 no.5
• /
• pp.413-423
• /
• 2011

The objective of this study was to explain structural relations among perceived justice of service recovery, customer's emotion and satisfaction in the airline service sector. For this purpose, using a sample of 272 airline service customers who experienced complaints with airline service, we investigate the effects of the dimensions of perceived justice on the emotions triggered by service recovery. In this study, 4 hypotheses based on literature reviews were employed. The data and hypotheses were examined using Structural Equation Modeling(SEM) by AMOS. The main findings are as follows. Firstly, procedural justice has an effect on both positive and negative emotions. Secondly, both interaction justice and distributive justice have effects on positive emotion but not on negative emotion. Lastly, only positive emotion has influence on recovery satisfaction.

• The Research Journal of the Costume Culture
• /
• v.15 no.4
• /
• pp.551-568
• /
• 2007

The purposes of this study were to identify factors of dissatisfaction and complaining behavior in internet fashion shopping mall, and to investigate constructs of service recovery for solution to this problems. Data were obtained from 201(male: 87, female: 114) internet fashion shopping mall consumer who have experiences of dissatisfaction and complaining behavior after buying products, and were analyzed using by descriptive analysis, factor analysis, Cronbach' $\alpha$, t-test. The results were as follows. First, the most response(80.4% of reponses) was experience to dissatisfaction through internet fashion shopping mall, and the most dissatisfied items were blouse, sweater, T-shirt in upper garment. Also, in men's case, the most satisfied price zone was not exceeding $30,000{\sim}50,000\;won$ and in women's case, it was not exceeding $20,000{\sim}30,000\;won$. Second, 7 factors of dissatisfaction(called quality, payment, delivery, price, interaction, returning/changing/refunding, contract) were identified after purchasing fashion products from internet shopping mall. 3 factors of complaining behavior(called private action, legal action, remedial seeking action) were investigated. Third, constructs of perceived service recovery were extracted from literature review: perceived interaction and justice. Perceived interaction were categorized into two factors: the interaction on the part of the consumer, the interaction in the part of the shopping mall. And perceived justice were categorized into three factors: interactional justice, distributive justice, procedural justice. Usually, university students were likely to take a serious view of service recovery through interaction and justice with internet fashion shopping mall.

• The Journal of Society for e-Business Studies
• /
• v.24 no.3
• /
• pp.143-161
• /
• 2019

The purpose of this study is to empirically verify the relationship of how job stress and job satisfaction of information security professionals affect turnover intention, a precursor of actual turnover. The moderation effect of organizational justice is also explored within these causal relationships. This empirical analysis used 150 responses from information security professionals within 4 different industries. The analysis result from survey responses shows that job stress increases turnover intention, and job satisfaction decreases turnover intention, and that interactional justice, a subordinate concept of organizational justice, has a negative moderating effect at the relationship between job stress and turnover intention. The moderating effect of interactional justice, which can reduce turnover intention with warm words from managers or colleagues even when information security professionals who respond to emergencies such massive incidents are with high job stress, is a piece of important knowledge for information security managers. To reduce voluntary turnover of information security professionals from the organizational perspective, making efforts to lower job stress and raise job satisfaction and interactional justice is necessary.

• The Journal of the Convergence on Culture Technology
• /
• v.8 no.5
• /
• pp.315-320
• /
• 2022

This study intends to deal with the flow of posthumanism after humanism, which views humans from the same dimension as other living things, and the problem of transhumanism, which originated from it, but on the contrary, dreams of augmented humans through science and technology. After that, this study intends to examine how the modern theory of justice can evaluate the situation about these two extremes. In particular, the guide we have chosen in relation to the theory of justice, is Michael Sandel, and by passing the problem of future post/transhumanism into this discussion, we propose how we can evaluate the flow of future anthropology from the standpoint of the traditional theory of justice. Post/transhumanism and its various events are approaching as our inevitable fate. However, along with this inevitable situation, many discussions are still needed in order to pass the theory of justice and to be accepted as valid.

• 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.

• The Journal of Information Systems
• /
• v.32 no.4
• /
• pp.1-28
• /
• 2023

Purpose Recently, organizations have been allocating significant financial resources toward the implementation of new technologies and stringent information security (IS) policies in order to enhance IS. However, the potential for IS threats from internal sources within organizations remains high. This study proposes a mechanism whereby the organization's IS environment (organizational justice) enhances employees' perception of IS value congruence and encourages their voice behavior. Furthermore, this study validates that an individual's susceptibility to interpersonal influence can reinforce the relationship between the aforementioned factors and voice behavior. Design/methodology/approach We utilized AMOS 22.0 and Process 3.1 to validate the research model and hypotheses. The data was gathered from 435 employees employed in South Korean firms that implemented IS policies in their work. Structural equation modeling was employed to examine the relationship between organizational justice, value congruence, and voice behavior, and the interaction effect was confirmed by incorporating model 1 of Process 3.1 for the hypothesis pertaining to susceptibility to interpersonal influence. Findings The findings of this study indicate that organizational justice has a positive impact on voice behavior, which is further enhanced by value congruence. Furthermore, the influence of organizational justice and value congruence on voice behavior is moderated by susceptibility to information influence, while susceptibility to normative influence only moderates the effect of organizational justice. These results provide valuable insights for organizations in developing customized information systems strategies that effectively promote employees' voice behaviors.