• Journal of Service Research and Studies
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• 제14권2호
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• pp.158-177
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• 2024

This paper proposes and tests a theoretical model of the relational link between a novel form of customer-perceived fairness for a reward design (distributive peer justice climate) and C2C helping intention via community identification and online C2C interaction (friend-, neighboring customer-, audience-interaction) qualities in a collective consumption context (MMORPG). To test hypotheses, we amassed survey data within a collective consumption context (massively multiplayer online role-playing games, MMORPGs). We used structural equation modeling in analyzing the survey data. The results reveal that user-perceived distributive peer justice climate for a reward design enhances their C2C helping intention via community identification and C2C interactions in MMORPG contexts. Collective consumption-type service managers should focus on promoting the user-perceived distributive peer justice climate for their reward system to enhance users' present C2C co-creation experience (community identification, C2C interaction) and future C2C co-creation behavior (helping intention). By adopting an intra-unit level distributive justice concept (customer-perceived distributive peer justice climate) to a reward design in a collective consumption context (MMORPGs), this study informed collective consumption-type service managers of the importance of its management.

• Journal of the Korea Academia-Industrial cooperation Society
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• 제15권4호
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• pp.2112-2122
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• 2014

Most of the researches on coopetition are focused on the effect of coopetion on firm performance in the firm level. However, few studies attempted to find out the effect of coopetition in team and individual level. In this paper, we examined the effect of individual perception of team climate for coopetition on the knowledge sharing and the moderating effects of procedural justice and personal initiative between the two variables. Empirical results using R&D researchers in research institutes of large-firms showed that individual perception of team climate for coopetition is positively related to knowledge sharing. In addition, we also found that procedural justice has positively strengthened the effect of coopetition on knowledge sharing. Finally, we addressed implications, limitations and future research directions.

• The Journal of the Korea institute of electronic communication sciences
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• 제17권1호
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• pp.1-12
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• 2022

An insider's information security incidents continue to occur, there is a growing demand for strengthening information security within the organization. However, when strict information security policies and rules are applied to employees of the organization, it can result as an information security stress and resistance behavior. The purpose of this study is to suggest the causes of insiders' negative information security behavior and factors that mitigate the cause. In particular, the study identifies how the mutual influence of individual (psychological empowerment) and organizational (justice climate) factors mitigates negative behavior. In this study, a sample was obtained by surveying workers of organizations that reflect information security policies to insiders, and hypothesis testing was performed by structural equation modeling. As a result of the analysis, role stress had a partial mediating effect on the effect of psychological empowerment on security policy resistance, and the justice climate strengthened the effect of psychological empowerment. Our results suggest a direction for reducing insider information security policy resistance, so it helps to establish a strategy for achieving internal information security goals.

• Journal of Information Science Theory and Practice
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• 제1권4호
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• pp.12-37
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• 2013

Organizational climate and organization culture can be some of the leading factors in hindering knowledge sharing within the organization. It is generally accepted that successful knowledge management practice, including knowledge sharing, comes as a result of a conducive and knowledge sharing friendly environment. Organizations that promote and reward collective work generate a trustful and a more collaborative learning culture. The perception of fairness in an organization has been considered an important indicator of employee behavior, attitude, and motivation. This study investigates organizational justice perception and its impact on knowledge sharing practices among forensic experts in the Turkish National Police. The study findings revealed that senior officers, who are experts in the field, have the strongest organizational justice perception. Meanwhile, noncommissioned officers or technicians bear positive but comparatively weaker feelings about the existence of justice within the organization. The study argues that those who satisfy their career expectations tend to have a higher organizational justice perception.

• Journal of the Korea Safety Management & Science
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• 제16권3호
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• pp.389-397
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• 2014

This paper reviewed the relationship between job stress and service quality, and the moderating effect of organizational justice in food service restaurant. Based on the responses from 209 employees, the results of multiple regression analysis appeared as follow; 1) job stress(insufficient job control, lack of reward, occupational climate, job insecurity, interpersonal conflict) partly effect negatively on all service quality factors(tangibility. reliability, responsiveness, empathy). 2) distributive justice and procedural justice partly effect positively on the relationship between job stress and service quality.

• The Korean Journal of Health Service Management
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• 제11권4호
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• pp.53-65
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• 2017

Objectives : The purpose of this study was to explore and describe the factors related to clinical nurses' organizational socialization, process and to find out the strategic information for successful organizational socialization. Methods : Data were collected with a structured questionnaires from 300 clinical nurses. The data were analyzed with SPSS/WIN 21.0. Results : First, the average score for the organizational socialization($2.95{\pm}0.37$), organization climate($3.28{\pm}0.43$), autonomy($3.23{\pm}0.43$), role stress($3.21{\pm}0.56$), professional self-concept($3.19{\pm}0.46$), organization value internalization($3.11{\pm}0.59$), and perceptional justice($2.91{\pm}0.50$). Second, influencing factor of organizational socialization of the participant were organizational climate, role stress, professional self-concept, Job esteem, Living arrangement type, collaboration between medical professionals in hospital, the other hospital work experience, role model or Mentor, total hospital career, perceived health status, spouse, perceptional justice, Adjusted $R^2=.702$. Conclusions : These results suggest that organizational socialization of clinical nurses could be enhanced by organizational climate. Thus creating a positive organizational climate are mandated for clinical nurses to have constructive organizational socialization.

• Management & Information Systems Review
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• 제30권1호
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• pp.39-69
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• 2011

This study is conducted to clarify when a person faces an ethical dilemma in business situation, what affects on individual ethical decision-making(from ethical judgments to behavioral intention, nonethical behaviors) in the organizational context. especially, the present study examined the direct and indirect effects of love of money, individuals' perceptions of work climate, perceptions of organizational justice on their ethical judgments and behavioral intentions regarding an ethical dilemma. The subjects of the research were Pusan National University business school enrolled students(n=160). The research was substantiated through statistical analysis of credibility and validity, correlation, variance, and moderated regression analysis. The results indicated that, although perceived ethical climate dimensions did not have a direct effect on behavioral intentions, but had a direct effect on nonethical behaviors. Climates perceived as egoistic were significant moderating effects. and love of money had a direct effect on behavioral intention. Perceptions of organizational justice had a direct effect on behavioral intentions. Especially, interactional justice had a strong influence on ethical behavioral intentions than distributive justice and procedural justice. In depth discussion implications, limitations, and future research directions were supplied.

• The Journal of the Korea institute of electronic communication sciences
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• 제17권5호
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• pp.913-926
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• 2022

As information is recognized as a core competency of organizations, organizations are increasingly investing in policies and technologies for information security(IS). Recently, as information exposure accidents by people have occurred continuously, interest in IS behaviors of organization insiders is increasing. This study aims to confirm the effect of the IS environment and support structure established by the organization on the intention of individuals to comply with IS. We conducted a survey of employees in organizations with IS policies and tested the hypothesis using the structural equation of AMOS 22.0 and Process 3.1 using 421 samples. As a result of the analysis, authentic leadership and justice climate, which are factors that build an IS environment, and communication and feedback, which are factors supporting IS compliance, have a positive effect on employees' compliance intention. In addition, authentic leadership, punishment, communication, and feedback were found to reinforce the positive impact of IS justice climate. As the study suggested the overall structural design direction to be pursued to reinforce insider's IS behavior, and the results help to achieve the IS goal.

• Journal of Energy Engineering
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• 제27권2호
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• pp.89-94
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• 2018

UNESCO is an international specialized agency based on the United Nations (UN) located in the Paris. The United Nations Educational, Scientific and Cultural Organization abbreviated as UNESCO. The mission and goal of UNESCO are to maintain the peace and security throughout the globe by encouraging international collaborations through educational, scientific, and cultural heritage in order to increase respect for principals of justice, international rules of law, and international human rights. Recently, the UNESCO published a new set of 17 goals for the nation's sustainable society. The Organization ensures to actively participate in UN activities to improve harmony and planning within the United Nations system. The 2030 agenda is primarily about shifting the world on to a sustainable and most in-depth. Currently, UNESCO launched broad goals and objectives for the international community including the Millennium Development Goals (MDGs). Among these sustainable goals, climate change, water security is more significant. In this paper, we briefly reviewed the seventeen goals by UNESCO.

• KSCE Journal of Civil and Environmental Engineering Research
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• 제33권2호
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• pp.801-810
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• 2013

The main purpose of this study is to reframe sustainability or sustainable development concept in the field of planning in consideration of climate change and natural hazards. The new concept is expected to provide a theoretical foundation for upcoming hazard mitigation measures addressing climate change. The first and main argument of the new concept is that environmental protection should be inclusive enough to address urban (or community) security from current natural hazards. The second is that the balance between structural and nonstructural mitigation measures is critical to cope more effectively with extreme natural hazards in the era of climate change and also with conflicts driven by three goals of sustainability--environmental protection, economic development, and social justice. The following studies, based on this new concept of sustainablity, are expected (1) to address new participation methods for the conflict resolution, (2) to explore detailed and substantive planning strategies and creative technical and institutional solutions for environmental protection, natural hazard mitigation, and conflict resolution. Two of APFM(the Associated Programme on Flood Management)'s three natural hazard risk criteria, Exposure and Vulnerability, may guide the exploration.