Earticle

초록

영어

As business environment heavily fluctuate, adaptation and changes in organizations are necessary for survival. However, not all organizational changes are reported to be successful. The main reason of failure for organizational change is due to the resistance of employees to change. Thus, focusing on the receptivity to change of employees, we investigated the impacts of organizational justice and trust in management on receptivity to change in the compensation system. Specifically, with the 1,227 employee sample of one large Korean bank which was scheduled to adopt individual pay-for-performance, we investigated the impacts of procedural justice, informative justice, and trust in management on receptivity to individual pay-for-performance. The results of structural equational modeling analysis showed that procedural justice and informative justice had positive effects on the trust in management, and trust in management had a positive effect on receptivity to pay-for-performance. However, informative justice had only a indirect effect on receptivity to pay-for-performance through the trust in management. Limitations and directions of future research are also discussed.

목차

Ⅰ. 서론
 Ⅱ. 연구모형과 가설
 Ⅲ. 연구방법
 Ⅳ. 분석결과
 Ⅴ. 결론 및 논의
 참고문헌
 [부록]
 Abstract

키워드

저자

• 안성익 [ Seong Ik Ahn | 영남대학교 상경대학 경영학과 조교수 ] 주저자
• 류성민 [ Seongmin Ryu | 경기대학교 경상대학 경영학과 조교수 ] 공동저자
• 윤현중 [ Hyunjoong Yoon | 서울대학교 노사관계연구소 객원연구원 ] 교신저자

참고문헌

발행기관

간행물

표지보기 관심저널 등록

• 간행물명

  생산성연구: 국제융합학술지 [Productivity Research: An International Interdisciplinary Journal]

• 간기

  격월간

• pISSN

  1225-3553

• 수록기간

  1987~2025

• 등재여부

  KCI 등재

• 십진분류

  KDC 325 DDC 330