• Korean Security Journal
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• no.14
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• pp.69-87
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• 2007

Study results on the perception of organization justice and organization member behavior of private security are as below. Primarily, organization justice showed variation according to socio-demographic characteristics which include age, the period the person has stayed in the current workplace, total period of working and monthly income. As for age, in aspect of the perception of distribution justice, the 36 or older age group prevailed, and the 31 to 35 age group prevailed in the perception of procedure justice. So, perception of organization justice increased accordingly with age. According to the period the person has stayed in the current workplace category, showed high levels in the perception of distribution justice and perception of procedure justice in the $3\;{\sim}\;5$ years group. As for total period of working, both perception of distribution justice and the perception of procedure justice proved greatest in the 5 years or more group and according to monthly income, the KRW 1800,000 or more group showed high levels of perception of distribution justice and the perception of procedure justice. Secondly, organization member behavior showed variation according to sociodemographic characteristics. In organization member behavior, loyal behavior increased along with age and inter-personal relationship behavior and altruistic behavior prevailed in the age group 31-35 According to period the person has worked at the current workplace and in case of total period of working, loyal behavior, inter-personal relationship behavior and altruistic behavior proved to be high. As for monthly income, an increase in monthly income resulted in a high figure in loyal behavior, inter-personal relationship behavior and altruistic behavior. Thirdly, after regression analysis of the relationship of the perception of organization justice and organization member behavior, perception of procedure justice was analyzed to have relatively high influence. Therefore, the hypothesis presented in this study was all chosen after the regression analysis results. This shows that the enhancement of organization member behavior can be improved. by enhancing the perception of organization justice. Thus, it can be concluded that if a private guard recognizes his justice, organization member behavior can be enhanced.

• Journal of the Korean Institute of Telematics and Electronics S
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• v.35S no.8
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• pp.21-31
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• 1998

In this paper, a new algorithm is proposed which distributes multicast cells in a copy network. The dual copy network is composed of running adder network, distributor, dummy address encoder, and broadcasting network. It is operated lower input address and higher one simultaneously by the distribution algorithm. As a result, for each input has a better equal opportunity of processing, cell delay and hardware complexity are reduced in copy network. Also, for it adopts the broadcasting network from an expansion Banyan network with binary tree and Banyan network, overflow probability is reduced to a half in that network. As a result of computer simulation, the copy network processed by the distribution algorithm is remarkably improved in cell delay of input buffer according to all input loads.

• Proceedings of the Korean Radioactive Waste Society Conference
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• 2012.05a
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• pp.139-140
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• 2012

• CRM연구
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• v.2 no.1
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• pp.53-72
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• 2009

Customer's reward program is a prevailing promotional technique. Recently, both management and marketing fields have been interested in the failure of customer's reward program. However, there are few empirical research regarding this. Therefore, this study examined a research model that employs justice in processing of customer's reward program perceived by customer to explain commitment(calculative commitment, affective commitment) and complaining behavior which is mediated by negative affect. Data was collected from the customers who dissatisfied with their reward programs. For the analysis, frequency, cronbach' ${\alpha}$ and path analysis were used as statistical test tool. Additionally, SPSS 12.0 and AMOS 4.0 were used for analyzing the hypotheses. As a result, proposed structural model largely supports the hypothesized framework and the major findings of this study are summarized as follows: First, distributive and interactional justice were negatively related to negative affect. But procedural justice didn't influence negative affect. Second, negative affect was negatively related to calculative commitment. But affective commitment wasn't influenced by negative affect. Third, negative affect was positively related to complaining behavior. Fourth, calculative commitment was negatively related to complaining behavior. But negative affect didn't influence complaining behavior. In conclusion, It can be posited that justice, negative affect, 2 forms of commitment and complaining behavior are important factors.

• Journal of Industrial Convergence
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• v.5 no.1
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• pp.61-85
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• 2007

The purpose of this study is to examine the relationship between justice factors and organization support. The empirical results have indicated that the justice factors affect on the pay satisfaction and organization support have moderate effect on the relationship of justice and pay satisfaction. Implications and limitations are discussed.

• Asia-Pacific Journal of Business Venturing and Entrepreneurship
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• v.8 no.3
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• pp.189-204
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• 2013

Today, politics, economy and technique in the world are rapidly changed. To respond to these changes public institutions as well as government and corporate try to change themselves and to adapt these situation and environment. Total payroll costs system which is one of critical methods to adapt changing world began to introduce in 2004 for public services in Korea. After exhibition and enforcement, all education administration in Korea adopted this system in 2013. This study focus on how total payroll costs system can be successfully controled and utilized, and who this system increase organizational effectiveness and efficacy in public services. Organizational members' effort, perspective, attitude and behavior are most important factors for organizational change and new option. Organizational change and adaptation always involve members' change and adaptation, so this study emphasizes on members' perspective and attitude on total payroll costs system. As a result, distribution justice, procedure justice, and receptivity about total payroll costs system are related to organizational performance such as job satisfaction and organizational commitment. This means organizational members' perspective(distribution justice and procedure justice) and attitude(receptivity) are most crucial factors for effectiveness and efficacy of total payroll costs system. Furthermore with distribution justice, procedure justice and receptivity, total payroll costs system would increase members' job satisfaction and organizational commitment. To sum up, members' perspective and attitude are most important factors for change, thus for success of total payroll costs system, we should understand how people are critical, especially their distribution justice, procedure justice, and receptivity; and also how total payroll costs system are valuable system; and how we can control and handle this system.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.16 no.11
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• pp.7648-7655
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• 2015

Nursing service quality can vary depending on the work attitude and behavior of nurses. Nursing attitude and behavior that can be described as voluntary and proactive organizational citizenship behavior(OCB). OCB affects the work performance of nurses in clinical practice is very important and organizational justice is an important influencing factors of OCB. The purpose of this study was to determine the influential factors of organizational justice on OCB of nurses. The descriptive-correlational method was applied. The study was carried out less than a 500-bed hospital. Participants of the study included 230 nurses working in secondary hospitals. Data were analyzed using descriptive statistics, t-test, ANOVA, Pearson's correlation coefficient and multiple regression with the 18.0 SPSS/Window program. Considering the components of organizational justice, there was a significant positive correlation(r=.172~.540, p=.000) between OCB and distributive, procedural and interactional justice. Also, Total organizational justice explained 29.1% of total OCB with influencing factor (${\beta}$=.540) and was statistically significant(F=93.777, p=.000). The influencing factors to OCB were distributive justice(${\beta}$=.283) and interactional justice(${\beta}$=.249) except procedural justice. The findings suggest that strategies of nursing management are needed to focus on distributive justice for compensation and interactional justice for social relationship in order to induce nurses' organizational citizenship behavior.

• 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 Korean Society of Broadcast Engineers Conference
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• 2012.07a
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• pp.368-370
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• 2012

본 논문에서는 이중 홉 무선 네트워크에서 누적분포함수(cumulative distribution function) 기반 중계기 선택 기법을 제안한다. 제안된 기법은 수신 신호대잡음비(signal-to-noise ratio)의 누적분포함수 값에 따라 중계기를 선택한다. 본 논문에서는 제안한 기법의 중계기 공정성에 대한 분석을 통해 제안된 기법이 엄격하게 공정성을 달성할 수 있음을 보인다. 그리고 모의 실험에서는 round-robin 기법과 기회적 중계 기법을 제안된 기법과 총 타임 슬롯에 대한 각 중계기별 타임 슬롯 분배율, 평균 공정성, 불능확률 비교를 통해 제안된 기법이 엄격하게 공정성을 달성하는 것과, 기회적 중계 기법과 거의 동일한 기울기로 불능확률이 떨어지는 것을 확인한다.

• Journal of Service Research and Studies
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• v.13 no.2
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• pp.161-180
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• 2023

This study empirically analyzed the effect of perceived injustice on service recovery measures proposed by online food delivery service (OFDS) companies on consumer disappointment. This study adopted interaction justice, information justice, procedural justice, and distributive justice as sub-variables of justice perception based on the justice theory. In addition, the differences by generation (MZ generation and other generations) were examined in the relationship between negative word-of-mouth behavior and switching intentions due to service recovery failure. An online survey was conducted targeting 250 adult consumers in the U.S for the empirical analysis of this research model. The results of the data analysis demonstrated that negative perceptions about the procedural justice and distributive justice among the service recovery strategies had a positive effect upon the consumer's disappointment. Furthermore, it was confirmed that the consumer's disappointment due to the perceived injustice of the service recovery strategy had a positive effect on the consumer's negative word-of-mouth behavior and switching intentions. The verification results of the moderation effect in the relationship between negative word-of-mouth behavior and switching intention, it was found that the younger the age(MZ generation), the higher the possibility of causing dysfunctional behavior. This study expands the scope of related research by presenting a new perspective on the justice perception in the service recovery process by verifying dysfunctional behavior of consumers caused due to the failure of the service recovery strategy. It is believed that the results of this study will be used as basic data for the establishment of practical strategies for OFDS companies to prevent double defection of their customers.