• Journal of Korean Academy of Nursing Administration
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• v.15 no.2
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• pp.216-224
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• 2009

Purpose: The purpose of this study was to investigate the effects of organizational justice on job satisfaction, organizational commitment and health among hospital nurses. Method: The sample of this study consisted of 267 nurses from 3 general hospitals located in Seoul, Korea. Data were collected with self-administrated questionnaires and analyzed hierarchical multiple regression. Result: The distributive and procedural justices had effects on nurses' job satisfaction and organizational commitment, but no effects on health. The procedural justice had more effects on nurses' job satisfaction and organizational commitment than distributive justice. There was no moderating effect of distributive and procedural justices on nurses' job satisfaction, organizational commitment and health. Conclusions: It is important for hospitals to be established fair reward systems which should focus on both outcomes and processes in order to evaluate nurses' rewards. It is suggested that new moderators like personality or organizational structure should be considered for future research.

• Journal of the Korea Safety Management & Science
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• v.11 no.1
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• pp.137-142
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• 2009

This paper reviewed the relationship between perceived justice and service quality, and the moderating effect of gender in the franchise system of food service business. Based on the responses from 135 franchisees, the results of multiple regression analysis showed that distributive and procedural justice have positive relationships with almost service quality factors. The results of moderating analysis showed that male franchisees have more positive relationships with almost service quality factors than female franchisee while in distributive justice, and that female franchisees have more positive relationships with almost service quality factors than male franchisee while in procedural justice.

• Asia-Pacific Journal of Business
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• v.13 no.1
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• pp.19-36
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• 2022

Purpose - Previous studies tried to find antecedents of innovative behavior. However, research on knowledge hiding behavior, psychological mechanism, and perception of organizational justice has been relatively limited. In this sense, this study has investigated the impact of organizational justice on employees' innovative behavior and explored the factors that affect the above relationship. Especially, this study tested the direct effect of organizational justice on innovative behavior. This study also examines the mediating roles of knowledge hiding behavior in this causal relationship. Moreover, the process of organizational justice to innovative behavior is assumed to be influenced by leadership style. Therefore, we examined the moderating effect of authentic leadership on the relationship between organizational justice and knowledge hiding behavior. Design/methodology/approach - For the empirical test, we collected data via a questionnaire survey of a sample of 252 employees from Korean firms. We conducted a hierarchical regression analysis to test hypotheses. Results - The results of the empirical analysis revealed that organizational justice was positively related to innovative behavior and negatively related to knowledge hiding behavior. The results also showed that knowledge hiding behavior negatively mediated the relationship between organizational justice and innovative behavior. In addition, we found the moderating role of authentic leadership. More importantly, we found that the conditional indirect effect of organizational justice on innovative behavior via knowledge hiding behavior was depending on authentic leadership. Uncovering the relationship between organizational justice and innovative behavior through the mediating role of knowledge hiding behavior and the moderated mediating role of authentic leadership has useful theoretical and practical implications. We also suggest directions for future research by providing several limitations.

• International Journal of Contents
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• v.6 no.2
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• pp.41-52
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• 2010

The purpose of this study was to provide a more comprehensive model which integrates a social exchange construct (i.e., organizational commitment) as a mediator to test the relationship between organizational justice and employees' bebaviors such as intent to leaving and custormer-oriented behavior. Based on the data collected from ten Chinese full-service restaurants, this study analyzed the proposed hypotheses through model comparison by using structural equation modeling (SEM) technique with AMOS 7.0. The results indicated that (1)distributive justice had negative influence on employees' turnover intention and positive influence on employees' customer oriented behavior and these influences were fully mediated by employees' affective commitment to their organizations; (2)procedural justice had negative influence on employees' turnover intention and positive influence on customer oriented behavior and these influences were only partially mediated by employees' affective commitment to their organizations. Managerial implications and future research directions were proposed at the last part of this study.

• International Journal of Advanced Culture Technology
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• v.11 no.1
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• pp.74-81
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• 2023

Based on the hypothesized model and the data obtained from the questionnaire, this paper analyzed the data using the statistical analysis software SPSS 25.0 and AMOS 20.0 to empirically prove the relationship between the variables of transformational leadership, organizational support, organizational justice, and employee engagement. It was found that: First, transformational leadership has a significant positive effect on employee commitment; Second, transformational leadership has a significant positive effect on perceived organizational support. Third, perceived organizational support has a significant effect on employee commitment; Fourth, in the relationship between transformational leadership and employee commitment, the mediating effect of perceived organizational support on them holds; At last, organizational justice plays a moderating role in the relationship between transformational leadership and the perceived organizational support. This study enriches and integrates the theoretical systems and research categories of employee engagement, organizational justice, transformational leadership, and perceived organizational support.

• Korean Journal of Culture and Social Issue
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• v.17 no.4
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• pp.395-413
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• 2011

The purpose of this study is to identify the relationship between the employees' perception of organizational justice and their prosocial behaviors, focusing on the moderating effect of employees' individualism and collectivism. The survey has been conducted for 200 participants working in Korean companies. The results show that the perception of organizational justice is positively related with their prosocial behaviors. Also, employees' individualism and collectivism is significantly related with their prosocial behaviors. Specifically, individuals who are more collectivistic or less individualistic performed more prosocial behaviors than those who are less collectivistic or more individualistic. Finally, employees' individualism/collectivism has moderated the relationship between the perception of organizational justice and prosocial behaviors. When employees have strong sense of collectivism, they performed prosocial behaviors consistently regardless of the perception of organizational justice. That is, even though they perceive organizational justice as low, they perform prosocial behaviors in some degree. However, when employees have strong sense of individualism, their prosocial behaviors have been significantly determined by the perception of organizational justice. That is, when they perceive organizational justice as low, they rarely performed prosocial behaviors. But, as they perceive more organizational justice, their prosocial behaviors have been dramatically increased. The implication of those results and future research questions have been discussed.

• Journal of Korean Dental Hygiene Science
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• v.6 no.1
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• pp.37-50
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• 2023

Background: This study investigated the structural relationships among justice, test anxiety, and school reliability s non-face-to-face tests of dental hygiene students. Methods: A survey was conducted with 267 dental hygiene students. The survey items included general characteristics, opinions on evaluation, the fairness of non-face-to-face tests (distributive, procedural, and interactional justice), school satisfaction, and school reliability. For statistical analysis, independent-sample t-tests, one-way ANOVA, and structural modeling analyses were performed. Results: Among factors that directly affected distributive justice and reliability towards non-face-to-face tests, the higher the interactional justice (β=0.401, p<0.001) and distributive justice (β=0.232, p=0.002) levels, the higher the school satisfaction. The higher the school satisfaction (β=0.606, p<0.001) and procedural justice (β=0.299, p<0.001) levels, the higher the perceived reliability of the school. Factors that indirectly affected school reliability included interactional justice (β=0.243, p=0.010) and distributive justice (β=0.141, p=0.010). Interactional justice (β=0.592, p=0.010) and distributive justice (β=0.208, p=0.010) were the factors affecting school satisfaction. Moreover, factors that influenced school reliability were distributive justice (β=0.56, p=0.010), interactional justice (β=0.332, p=0.010), procedural justice (β=0.229, p=0.010), and distributive justice (β=0.116, p=0.010). Conclusions: Students will trust and be satisfied with schools when schools and professors sufficiently provide information on face-to-face tests and ensure proper procedures to achieve reasonable grades as rewards for exerted time and effort. Furthermore, this study provides a reference base for developing a variety of content for fair, non-face-to-face tests, thereby allowing students to trust their schools.

• Journal of Wellbeing Management and Applied Psychology
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• v.3 no.3
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• pp.1-13
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• 2020

Human resource management has always been the most important part of any organization (corporate and government-owned). Until whenever improvement in human resource management is always the background of every problem that occurs in the organization. This study aims to examine the relationship of procedural justice and organizational commitment to OCB satisfaction and job satisfaction in the Public Works Office of Kutai Kartanegara Regency. Sampling involved the entire population, i.e. 109 informants. They are employees who have goods and services certificates. Hypothesis test carried out with the SEM-PLS model in two stages (outer model and inner model). After that, the survey data was used SMART PLS 3.0. Based on empirical findings, we find that procedural justice has a positive and significant effect on OCB, while organizational commitment does not. Procedural justice, organizational commitment, and OCB have had a positive and significant effect on job satisfaction. The novelty of the study lies in the originality value that describes the conditions in a government agency with different benchmarks (variables and indicators) from previous studies, so it is very interesting and varied.

• Journal of Distribution Science
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• v.19 no.2
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• pp.5-14
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• 2021

Purpose: We examined informational justice, cognitive trust, and satisfaction in healthcare distribution market and their associations within the physician-patient (provider-purchaser) relationship. Methodology: 253 valid survey samples collected from patients and used structural equation modelling for analysis. Findings: We postulated that (1) physicians' informational justice has a positive impact on patients' cognitive trust, (2) patients' cognitive trust has a positive impact on satisfaction, and (3) patients' perceived informational justice has a positive impact on satisfaction. Participants were 253 people who had visited a hospital in South Korea in the past year. Results confirmed that the presence of informational justice has a positive impact on patients' cognitive trust and satisfaction in the physician-patient relationship. Additionally, once cognitive trust was built, it positively influenced patients' satisfaction. We discussed the concept and the impacts of informational justice in light of our analyses regarding patients' perceived cognitive trust and their satisfaction in the physician-patient relationship. Implications: These results emphasize the importance of ethics in healthcare, particularly physicians' frankness and honesty when providing information to patients. Further, these findings present implications for physician education, as part of their training must involve building their patients' cognitive trust as a prerequisite for developing patient satisfaction.

• Research in Mathematical Education
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• v.27 no.1
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• pp.25-47
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• 2024

Mathematical modeling activities are gaining popularity in K-12 mathematics education curricula worldwide. These activities serve dual purposes by aiding students in making sense of real-world situations intertwined with social justice while acquiring mathematical knowledge. Despite efforts to prepare teacher candidates for instructing in mathematical modeling within a single country, little attention has been given to teacher candidates' approaches to mathematical modeling on a social justice issue from different countries. This article employs an in-depth, small-scale comparative study to examine the approaches of U.S. and Korean teacher candidates in solving a justice-oriented mathematics task. Our findings reveal that, although both U.S. and Korean teacher candidates identified certain variables as key when constructing a mathematical model, Korean teacher candidates formulated a more nuanced model than U.S. candidates by considering diverse variables. However, U.S. teacher candidates exhibited a heightened engagement in linking the task to social justice issues, whereas Korean teacher candidates barely perceived real-world problems in relation to social justice concerns. This study serves as a valuable tool to inform the roles and limitations of teacher education programs, shaped within specific educational contexts.