Earticle

초록

영어

This study aims at developing and empirically testing a comprehensive model of organizational justice derived from the prior theoretical and empirical studies on organizational justice. The study seeks to understand the antecedents to and the consequences are addressed. The first question is what characteristics of the HRM systems determine the levels of perceived distributive and procedural justice. Hypothesis are derived from the two prominant theoretical models, i.e., the self-interests model(SIM) and the group value model (GVM). The first model assumes that people are motivated to fulfill their needs for self-interests, and suggests outcome favorability, outcome importance, and decision control as important determinants of organizational justice. In contrasts, the latter model emphasizes the roles of group-related factors in perceiving justice, which help people express their values in group and organizational contexts. Those factors include neutrality, consistency, accuracy, ethicality, credibility, and reciprocity in the processes of making HRM decisions. All nine factors suggested by the two models are adopted for this study as major determinents of both distributive and procedural justice. The second question of this study is related to the moderating effects of individual differences on the relationship between the SIM and GVM variables and perceived distributive and procedural justice in organizational contexts. The final research question deals with the consequences of perceived organizational justice, specifically job-related attitudes and organizational commitment. Job-related attitudes in this study refer to job satisfaction, job motivation, and job involvement, i.e., the willingness to make contrivutions, identification with organization, and intent to stay. In examining the consequences of perceived organizational justice, the study focuses on the interaction effects of procedural and distrivutive justice on the above six outcome variables. The results show that both SIM and GVM variables significantly influence distributive and procedural justice. However, hierarchical regression analyses reveal that the GVM variables excert more influence has been focused on the consequences of perceived distributive justice with regard to outcomes provided by the organization. The findings of these studies were mostly mixed and contradictory, and thus the implications were limited. In order to overcome these limitations, recent researchers have more attended procedural justice which organizational members perceive in the processes of diverse organizational decision making, particularly in those of HRM decision making. Both research streams are incorporated in this study in order to examine the probable joint effects of distributive and procedural justice on individuals` attitudes toward their jobs and organizations.

목차

I. 서론
 II. 이론적 고찰
  1. 공정성에 대한 개념적 접근
  2. 분배공정성 (DJ)과 절차공정성 (PJ)의 상호관련성
  3. 공정성과 승진, 보상, 평가시스템과의 관련성
 III. 연구모형과 가설
  1. 연구모형
  2. 연구가설
 IV. 실증분석 결과
  1. 조사설계
  2. 신뢰도 검증
  3. 가설의 검증
  4. 공정성 인식과 승진, 보상, 평가시스템에 대한 분석결과
 V. 결론
 참고문헌
 Abstract

저자

• 尹大赫 [ 윤대혁 | 동아대학교 강사 ]

참고문헌

발행기관

간행물

표지보기 관심저널 등록

• 간행물명

  기업경영연구 [Korean Corporation Management Review]

• 간기

  격월간

• pISSN

  1229-957X

• 수록기간

  1994~2026

• 등재여부

  KCI 등재

• 십진분류

  KDC 325 DDC 658