• Journal of Korean Academy of Nursing Administration
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• v.13 no.4
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• pp.481-491
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• 2007

Purpose: To investigate the influence of organizational justice and commitment on OCB(organizational citizenship behavior) of hospital nurses. Method: The subjects were 352 nurses who have been working in seven university hospitals. The data were collected by structured questionnaire from Feb. 12 to Mar. 5 of 2006. The data were analyzed by SPSS Win version 12.0, including descriptive statistics, t-test, ANOVA, Pearson correlation coefficient, and Stepwise multiple regression. Results: The mean score of OCB was 3.53, distributive justice was 2.74, procedural justice was 2.73, and organizational commitment was 3.28. The OCB had statistically significant differences according to age(F=8.39, p<.000), tenure duration(F=6.53, p<.000), position(F=7.65, p<.000), marital status(t=5.82, p<.000), and religion(t=3.78, p<.000). The OCB was positively correlated with distributive justice(r=.147, p=.006), procedural justice(r=.180, p=.001), and transactional commitment(r=.115, p=.032). The procedural justice(10.6%) and transactional commitment(14.3%) explained 24.9% of the variance for OCB. Conclusion: The findings showed that organizational justice and commitment were important factors for enhancing OCB in nursing organization. Therefore, the nurse manager must establish the strategies to improve the organizational justice and commitment perception of the nurses in order to promote the OCB.

• Korean Journal of Occupational Health Nursing
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• v.25 no.3
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• pp.177-187
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• 2016

Purpose: This cross-sectional descriptive study was to explore the relationship among practice environment, organizational justice, and job satisfaction of male nurses. Methods: Subjects were 115 male nurses who were the member of the Korean man nurses association, and they were asked to complete self-administration questionnaires via internet site for this survey which included nurse's practice environment, organizational justice, and job satisfaction. Collected data were analyzed using SPSS/WIN version 21.0 software. Results: The mean scores of the nurse's practice environment, organizational justice, and job satisfaction were 2.9, 3.0, 3.1 out of 5 Likert scale respectively. The job satisfaction was positively correlated with the nurse's practice environment (r=.70, p<.001) and organizational justice (r=.78, p<.001). The job satisfaction was affected by procedure-related justice, interpersonal justice, adequacy of staffing and resources in nursing work environment, compensation justice, and good healthy status. These variables explained 68.6% of male nurse's job satisfaction. Conclusion: This finding suggest that suitable organization management for male nurses are necessary through improvement of practice environment and organizational justice in hospital.

• Journal of Korean Academy of Nursing Administration
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• v.13 no.4
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• pp.492-500
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• 2007

Purpose: The purpose of this paper was to identity the effects of distributive justice and procedural justice on job satisfaction and organizational commitment in hospital personnels. Method: The subjects were 181 employee who were working at 4 hospitals in Daegu and Gyeongbuk. Data was collected using structured questionnaire from Oct 4 to 24, 2007. The collected data were analyzed using the SPSS WIN 12.0 program for descriptive statistics, t-test, ANOVA, Pearson correlation coefficient, and Stepwise multiple regression. Result: The mean score of distributive justice was 3.24, procedural justice was 3.05, job satisfaction was 2.73 and organizational commitment was 2.65. The distributive justice(37.5%) and gender(1.6%) explained 39.1% of the variables in the job satisfaction. The organizational commitment was significantly influenced by distributive justice(27.8%), age(8.9%), procedural justice(2.8%) and gender(2.4%). These factors explained 41.8% of the variables in the organizational commitment. Conclusion: The distributive justice is the most important factor in promoting job satisfaction and organizational commitment. Therefore, It is necessary to operate proper compensation system based on fair performance evaluation of workers in hospital.

• Convergence Security Journal
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• v.11 no.2
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• pp.35-43
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• 2011

In the universities of U.S.A., Criminal Justice is the interdisciplinary study of the institutions and policies that constitute the criminal justice system, as well as theories of human behavior and philosophies of justice related to the maintenance of social order, the control of crime, and the achievement of a just society. There are 103 American Universities have Criminal Justice department and they provide about 180 differents courses as a pre-requisition or optional subject in the major. The most 10 courses that those colleges adopted are Introduction to Criminal Justice, Criminal Law, Criminology, Criminal Procedures, Research Methods in Criminal Justice, Criminal Investigation, Juvenile Justice, Terrorism, Ethical Issues in Criminal Justice, Introduction to Psychology or Introduction to Sociology. Also, 10 fields more important in the major if we group together similar courses those are Criminal Justice and Procedures Sequences, Law, Justice and corrections, Theory and Methods Sequences, Homelend Security and Security Operations, Forensics and Cybercrime, Management and Administration, Police, Race and Ethnicity, General Requirements, Other Social Science Fields. The combined degree program leading to Bachelor of Arts Degree in Criminal Justice and Master in Public Administration provides a concentration in criminal justice, management, administration, and leadership. They have big different courses between USA and Korea event though they have similar educative goal and way of approach to the target in the major.

• Journal of Distribution Science
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• v.18 no.8
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• pp.55-64
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• 2020

Purpose: This paper addresses issues that concern business-to-business marketing, namely informational justice in the supply chain or organizations. As previously reported by other studies, there is information asymmetry in organizations. The present study explores and addresses this in the medical industry, aiming to investigate how informational justice relates to information quality or logistics performance in the medical industry. This study also suggests a method for development of informational justice in medicine-related fields. Design, methodology, approach: The hypothesis and model were developed through a review of the literature. To this end, we surveyed 293 valid survey samples collected from occupational pharmacists and used structural equation modelling for analysis. Findings: The results of the empirical analysis of the hypotheses showed that symmetric sharing of information between pharmacists and employees of pharmaceutical companies has a positive effect on the perceived quality. Moreover, the results showed that quality information has a positive impact on logistics performance, whereas informational justice does not. Conclusions, implications: If information and explanations are exchanged fairly, information and logistics performance-as well as operational expenses-will be enhanced. Furthermore, our study has immense implications outside of academic applications since it suggests practical solutions to government and medical industry employees.

• Journal of the Korea Convergence Society
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• v.11 no.8
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• pp.369-379
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• 2020

This convergent study aimed to verify the mediating effect of organizational silence and manager's inclination to reject negative feedback in the relationship between organizational justice and turnover intention of Clinical Nurses. Participants were 250 nurses working at general hospitals with 300 hospital beds or more. Examination of the mediating effect of organizational silence showed a mediating effect of acquiescent silence when procedural justice affected turnover intention. Additionally, when interactional justice affected turnover intention, prosocial and acquiescent silence mediated it. Examining the moderated mediating effect of manager's inclination to reject negative feedback showed moderated mediation effect when procedural justice mediated the acquiescent silence and affected the turnover intention. Interactional justice had a moderated mediating effect when the mediation between prosocial and acquiescent silence affected turnover intention. Therefore, it is necessary to efficiently regulate the manager's inclination to reject negative feedback when organizational justice affects organizational silence and turnover intention.

• Journal of Sport and Applied Science
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• v.8 no.1
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• pp.1-10
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• 2024

The purpose of this study was to examine the structural relationship among organizational justice, athlete satisfaction, team commitment, and organizational citizenship behavior toward college athletes. To achieve this purpose, this study employed a convenience sampling method via a questionnaire dissemination. A total of 285 responses were collected from college athletes. Among those, 21 responses were excluded as they were not completed, leaving 264 usable data. The data was computed in SPSS 28.0 and AMOS 28.0, and analyzed with correlation analysis, reliability analysis, confirmatory factor analysis, and structural equation modeling analysis. Overall, organizational justice had a positive influence on athlete satisfaction, team commitment, and organizational citizenship behavior. Athlete satisfaction had a positive influence on team commitment and organizational citizenship behavior. However, there was no relationship between team commitment and organizational citizenship behavior. These findings provided empirical foundational data on the impact of organizational justice on psychological and behavioral outcomes and the overall efficiency and effectiveness of organizations, with a focus on college athletes who played a central role in the context of college sports setting.

• Journal of Korean Academy of Nursing
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• v.52 no.5
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• pp.511-521
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• 2022

Purpose: This study aimed to examine the moderating effect of organizational justice on the relationship between self-efficacy and nursing performance among clinical nurses. Methods: In January 2021, a cross-sectional survey was conducted with 224 clinical nurses recruited from a university-affiliated hospital in Suwon, South Korea. Participants completed online-based, self-report structured questionnaires. Collected data were analyzed using multiple regression and a simple model of PROCESS macro with a 95% bias-corrected bootstrap confidence interval. Results: Self-efficacy and organizational justice were found to be significant predictors of nursing performance. These two predictors explained the additional 34.8% variance of nursing performance in the hierarchical regression model, after adjusting the other covariates. In addition, organizational justice moderated the relationship between self-efficacy and nursing performance among the clinical nurses. In particular, at low self-efficacy level, participants with high organizational justice had higher nursing performance compared to those with low organizational justice. Conclusion: Enhancing organizational justice can be used as an organizational strategy for improving the organizational culture in terms of distribution, procedure, and interaction. Ultimately, these efforts will contribute to the improvement of nursing performance through a synergistic effect on organizational justice beyond nurses' individual competency and self-efficacy.

• Journal of Distribution Science
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• v.18 no.2
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• pp.91-98
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• 2020

Purpose: This research aimed to suggest retailing companies some ways to enhance customer satisfaction with service recovery and recommendation intention towards these companies. For this purpose, current study examined the relationships among service recovery justice, service failure severity, customer trust, recovery satisfaction and intention to recommend and the moderating role of ego-resilience. Research design, data and methodology: Current study developed a structural equation model in which perceived service recovery justice is a predictor, service failure severity, customer trust, recovery satisfaction are mediators, intention to recommend is a dependent variable and the ego-resilience is a moderator between the perceived service recovery justice and the customer trust and the recovery satisfaction. Data were collected from customers who experienced service failures from retailers. A total of 400 questionnaires were collected and 365 samples were used for analysis after deleting data having missing value. SPSS 25.0 and AMOS 24.0 were used to test the validity, reliability, and structural equation modeling. Results: Empirical results showed that the perceived service recovery justice had a negative influence on the perceived service failure severity and a positive influence on the customer trust and the recovery satisfaction. These results indicate that when customers perceive the service recovery justice more highly, they perceive the service failure less severe but they perceive the retailer more trustworthy and are satisfied with service recovery. In addition, the customer trust and the recovery satisfaction had a positive influence on the intention to recommend. These results indicate that when customers perceive the retailer more trustworthy and are satisfied with service recovery, they are more intend to recommend the retailer. Moreover, the influence of the perceived service recovery justice on the customer trust and the recovery satisfaction was moderated by the ego-resilience. Conclusions: This study contributed to the service recovery literature by proving the relationship among service recovery justice, service failure severity, customer trust, recovery satisfaction and intention to recommend. Moreover, current research introduced the ego-resilience into service recovery research area and revealed the moderation role of the ego-resilience. Managerially, this research suggested retailing companies some ways to effectively recover from service failure.

• Journal of Home Health Care Nursing
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• v.23 no.1
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• pp.53-61
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• 2016

Purpose: This study aimed to examine the effects of self expression and perceptional justice on the organizational socialization of nurses. Methods: Participants were 188 nurses in 3 regions at 4 different general hospitals with 400 beds each. Data were collected using self-report questionnaires from August 15 to September 15, 2012. Data were analyzed using descriptive statistics, t-test, one-way ANOVA, Pearson correlations, and multiple regression using SPSS 18.0. Results: Organizational socialization was positively correlated with self-expression and perception of justice. The significant predictors of organizational socialization of nurses were Perception of justice, self-expression, marital status, department of work, and hospital size. These variables explained 41% of the variance in organizational socialization of nurses. Conclusion: These results suggest that organizational socialization of nurses could be enhanced by increasing self-expression and perception of justice.