• The Korean Journal of Applied Statistics
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• v.22 no.3
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• pp.463-477
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• 2009

This study was intended to examine the mediating roles of trust in CEO and supervisor on the relationships between organizational justice and employee behaviors. Data were collected from 4,055 employees across 18 different companies in Korea. Employees were asked to answer on a self-reported questionnaire. The two dimensions of organizational justice (i.e. procedural justice and distributive justice) were used. Employee behaviors were measured using counter-productive behavior and organizational citizenship behavior. Data were analyzed using a structural equation model. The hypothesized fully mediated model better fitted the data. Relative to distributive justice, procedural justice was more strongly related to both trust in CEO and trust in supervisor. But there were no significant differences in the degree of relationships between the two dimensions of trust and the two types of employee behaviors. These results showed that procedural justice is more important in enhancing trust in leader.

• Proceedings of the Korean Institute of Landscape Architecture Conference
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• 2023.04a
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• pp.27-28
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• 2023

• Journal of Fashion Business
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• v.19 no.3
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• pp.59-72
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• 2015

The purposes of this study are to explore how the service recovery of the beauty shops and customers' perceived justice affect the customer relationship. A survey based questionnaire method was employed for this study. Data were collected by a convenient sampling of 232 female customers of hair beauty shops in Seoul and Busan. The data were analysed by using SPSS 21.0, including a frequency analysis, reliability analysis, factor analysis and multiple of regression analyses. The first result showed that all dimensions of service recovery had a significantly positive effect on the perceived justice. Especially, behavioral recovery of beauty shops was the major significant factor affecting perceived justice. Second, distributive justice and interactive justice had a significant effect on satisfaction. However, procedural justice did not have any significant effect on satisfaction. Finally, satisfaction was significantly and strongly associated with both trust and commitment. These results provide empirical proposition that the recovery strategies for complaint handling of the beauty service shop are related closely to relationship marketing.

• International Area Studies Review
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• v.15 no.2
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• pp.225-245
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• 2011

This study investigates the effects of justice dimensions on negative emotion, consumer satisfaction after service recovery, repurchase intention and word-of-mouth intention in a context of service recovery. Behavioral intentions(repurchase intention and word-of-mouth intention) are critical to the discount store sellers' survival and success. The research model is an extension of previous studies, especially considering more recent developments in the service recovery literature. A survey using 458 customers in China was conducted, confirmatory factor analysis was conducted to test the validity of the measurement model, and AMOS analysis approach was used to gain important insights into how customer retention in the discount store business can be ensured. The results suggest that all three dimensions of justice had negative effects on negative emotion, had positive effects on satisfaction after service recovery. Negative emotion had negative effects on recovery satisfaction. Recovery satisfaction had positive effects on repurchase intention and word-of-mouth intention. Finally, this study suggests the implications of these findings and offers directions for future research.

• The Journal of Asian Finance, Economics and Business
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• v.9 no.5
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• pp.531-539
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• 2022

The goal of the research is to identify the relationship between organizational justice, job satisfaction, and work attitudes in the context of job rotation. The competence and loyalty of the employees of an organization are critical to the organization's success. Therefore, organization should invest in developing their employees, including creating effective procedures and human resource management policies. A job rotation program is one of the critical policies in developing employees, as through this program employees can develop and actualize their abilities. However, there are some challenges in practice regarding implementing the procedures of job rotation. One of the challenges is related to the concept of organizational justice, which then impacts on employees' job satisfaction and work attitudes. This study was conducted in focused group discussions. The sample is 272 of a state-owned organization. In this study, the concept of organizational justice, with the dimensions of distributive justice, procedural justice, and interactional justice, were used along with the discussion of job satisfaction and other work attitudes. The results were issues of fairness in perceiving organizational justice in the job rotation context, and the most significant response lies in procedural justice.

• Journal of Industrial Convergence
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• v.3 no.1
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• pp.125-143
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• 2005

This study investigates that the relationship of performance appraisal justice and employee's job satisfaction and whether appraisal outcome perception can significantly take the moderate role on this relationship. We conduct empirical study with one dimension of distributive justice and 5 dimensions of procedural justice; appraisal system, participation of employee, feedback, knowledge of rater, and appraisal standard. The result shows that distributive and procedural justice significantly explain employees' job satisfaction. The result, also, shows that moderate role of appraisal outcome perception is significant. This means if the employee who regards appraisal outcome as high perceive appraisal justice, she/he will experience more job satisfaction than the employee who regards appraisal outcome as low.

• Journal of Korean Society for Quality Management
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• v.41 no.1
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• pp.95-108
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• 2013

Purpose: The purpose of this study is to identify the impact of TQM dimensions through service recovery justice on service quality and customer satisfaction. Methods: This study employed structural equation modeling methodology analyzing 265 samples collected. Results: This study found that TQM related factors had positive influence on service recovery justice in general. In specific, top management leadership and employee participation are the most important factors for the service recovery justice. Conclusion: This study reveals that service recovery justice has the positive impact on both service quality and customer satisfaction.

• Korean Journal of Social Welfare Studies
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• v.43 no.1
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• pp.89-115
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• 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.

• 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.16 no.7
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• pp.359-367
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• 2016

The purpose of this study is to investigate whether there is a statistical relationship between compensation communication and job satisfaction. The empirical study indicates that there is a positive relationship between compensation communication and organizational justice. The results suggest that employees' fairness perception is enhanced when information about compensation is relevant, accurate, and timely. Furthermore, the statistical results proved that a significant positive relationship exists between organizational justice and job satisfaction. The findings of this study reveal that when employees understand how their compensation is determined and allocated, they feel more fairly treated. The research enhances past studies by utilizing the most widely accepted measure of job satisfaction dimensions, as well as all measures of organizational justice.