• Journal of Distribution Research
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• v.13 no.2
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• pp.59-78
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• 2008

The purpose of this study is to investigate the effect of vendor perceived equity on the performance of retailer-vendor relationship. The empirical study of 386 vendors identified the following results. First, retailers' ethical management positively influenced on vendors' perception on procedural justice and interactional equity, whereas boundary personnel's ethical management positively influenced only on interactional equity. Second, distributive equity was positively influenced by procedural equity and interactional equity. Third, the performance of retailer-vendor relationship was directly affected by distributive equity and interactional equity, whereas procedural equity indirectly influenced on the relationship via distributive equity.

• The Korean Journal of Applied Statistics
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• v.22 no.3
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• pp.463-477
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• 2009

This study was intended to examine the mediating roles of trust in CEO and supervisor on the relationships between organizational justice and employee behaviors. Data were collected from 4,055 employees across 18 different companies in Korea. Employees were asked to answer on a self-reported questionnaire. The two dimensions of organizational justice (i.e. procedural justice and distributive justice) were used. Employee behaviors were measured using counter-productive behavior and organizational citizenship behavior. Data were analyzed using a structural equation model. The hypothesized fully mediated model better fitted the data. Relative to distributive justice, procedural justice was more strongly related to both trust in CEO and trust in supervisor. But there were no significant differences in the degree of relationships between the two dimensions of trust and the two types of employee behaviors. These results showed that procedural justice is more important in enhancing trust in leader.

• Korean Journal of Social Welfare Studies
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• v.43 no.1
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• pp.89-115
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• 2012

The purpose of this study is to examine the effects of organizational justice and job stress on social worker's job satisfaction between social welfare using facilities and community(living) facilities. The results of this study were as follow. First, social worker's organizational justice's 3 sub-dimensions; distributive justice, procedural justice, interactional justice and job satisfaction are same result through the latent average analysis between social welfare using facilities and community(living) facilities. however, social worker who works in living facilities job stress is higher level than using facilities worker. Second, distributive justice, interactional justice has a positive effect to job stress but procedural justice has not statistical effect. In addition, only interactional justice have a negative effect to job stress, job stress have negative effect to job satisfaction. Third, In this study, established structural model are existed partially difference between group of facility types.

• Journal of Distribution Science
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• v.9 no.2
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• pp.61-72
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• 2011

The object of this research is to examine the factors leading to intercompany win-win by finding the antecedents and consequences that affect a supplier's fairness perception. We assume that the antecedent factors of a supplier's fairness perception are vertical coordination, cooperation support, information sharing, and legalistic plea. We assume that the consequential factors of a supplier's fairness perception are supply chain dependence and supply chain flexibility. The object industry is an electronic parts manufacturing company. We tested our model by using the SPSS 17.0 and the LISREL 8.5. For measurement validation, we verified by using a confirmatory factor analysis and a reliability analysis. For hypothesis analysis, we did a path analysis with the LISREL 8.5. By checking the modification index and expecting parameter changes, we modified the model. First, the buyer's vertical coordination had a positive effect on the supplier's distributive fairness perception and procedural fairness perception. Second, the buyer's cooperation support had no effect on the supplier's distributive fairness perception and procedural fairness perception: we suppose that the buyer's requests were burdensome, although they cooperated with the supplier. Third, the buyer's information sharing had a positive effect on distributive fairness perception but had no direct effect on procedural fairness perception. Fourth, the buyer's legalistic plea had a negative effect on the supplier's distributive fairness perception. and a negative effect on the supplier's procedural fairness perception at a 0.1 significance level. Fifth, although procedural fairness perception had no direct effect on supply chain dependence, fairness perception had an effect on supply chain dependence and supply chain flexibility both directly and indirectly.

• The Journal of the Korea Contents Association
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• v.16 no.4
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• pp.324-334
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• 2016

The purposes of this study were to identify the causal effects of distributive fairness, procedural fairness and interactional fairness on abusive supervision and the causal ones of abusive supervision on organizational citizenship behavior(OCB). Also this study aimed to investigate the mediating effects of abusive supervision on the causal relationships between three fairnesses and organizational citizenship behavior. The sample of this study were customer-contact employees of restaurants among Youngnam province. 376 questionnaires were used for the empirical analyses. According to the research findings, distributive fairness and interactional fairness had negative influences to abusive supervision and abusive supervision had a negative influence to OCB. Another research findings were that abusive supervision had the mediating effects on the causal relationships between two fairnesses(distributive and interactional) and organizational citizenship behavior. Managerial implications of the research findings are that restaurant managers should set up the organizational culture of respecting employees each other and provide training for the level of supervisor to foster the organizational culture. In the field of restaurant industry, training is very important for employees to foster this organizational culture as this industry has the environment of becoming abusive supervisor for the reason of supervisors' being exposed to lots of physical and psychological burden of works.

• Journal of Service Research and Studies
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• v.8 no.3
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• pp.115-136
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• 2018

Recently R&D projects take a collaborative works which involve industries, research institutions, and academic fields together. Collaborative R&D enjoys the economy of scales and economic efficiencies in that costs and risks share each others and compensate their competences. But there are some problems. The imbalance of power, the asymmetry of information, loss of trust, and opportunism among the co-researchers make the collaborative R&D difficult to succeed and disappointed outcomes. There are many variables on explaining the interorganizational relationships. Among them, I choose some relevant variables, construct research model and some hypotheses. Independent variables are fairness and quality, and dependent variables is loyalty. And trust are treated as the intervening variable between the independent variables and dependent variable. To test the research model and some hypothesis empirically, I collected the data using the questionnaire, The questionnaire was distributed to the persons that do collaborative R&D in Daeduck Innopolis. Sample size was 448, it was enough to analyze statistically. Data were analysed using the SPSS and AMOS. Procedural fairness and distributive fairness affect the organizational trust positively, and procedural fairness and distributive fairness affect member trust positively. Procedural quality and outcome quality affect the organizational quality positively. Procedural quality affects the member trust positively, but outcome quality does not affect member trust. Procedural fairness and distributive fairness does not affect the loyalty positively. Procedural quality does not affects loyalty, but outcome quality affects the loyalty positively. The organizational trust affects loyalty positively, and member quality affect loyalty positively.

• Journal of Korea Technology Innovation Society
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• v.21 no.3
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• pp.1021-1049
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• 2018

The purpose of this study is to examine whether organizational justice, including procedural justice and distributive justice, improve employees' innovative behavior through work engagement and knowledge sharing. In addition, it was conducted to investigate whether work engagement and knowledge sharing indirectly affect the relationship between organizational justice and innovative behavior. For the hypothesis test of this study, Hayes (2018) PROCESS Macro was used. Result of the analysis shows that procedural justice, work engagement, and knowledge sharing influenced innovative behavior. The constructs influencing work engagement were procedural justice, distributive justice, knowledge sharing. Also, procedural justice and work engagement were constructs that affected knowledge sharing. In the relationship between procedural justice and innovative behavior, the indirect effect was confirmed in all paths. In the relationship between the distributive justice and the innovative behavior, It was confirmed that there is not the indirect effect only in the path via knowledge sharing. he indirect effect was confirmed in all paths that did not acquire knowledge sharing. In addition, through the PROCESS Macro analysis, we examined the magnitude of the indirect effect of various paths between mediators. The results show that organizational justice can have the greatest effect on innovative behavior through work engagement. The weakness of respondents control by SNS survey is the major limitation of this study. In the future, Further research is needed depending on the nature of the organization, such as the analysis of differences between various industries.

• Journal of the Chungcheong Mathematical Society
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• v.26 no.4
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• pp.683-690
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• 2013

In this paper, we introduce the concept of a right derivation in incline algebras and give some properties of incline algebras. Also, the concept of d-ideal is introduced in an incline algebra with respect to right derivation.

• The Pure and Applied Mathematics
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• v.13 no.2 s.32
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• pp.95-111
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• 2006

In [6], we have recently proved that an additive inverse semiring S is a Clifford semifield if and only if S is a subdirect product of a field and a distributive lattice. In this paper, we study the matrix semiring over a Clifford semifield.

• Communications of the Korean Mathematical Society
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• v.22 no.1
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• pp.9-14
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• 2007

In this paper, we introduce more extended special sets in implicative semigroups, and obtain some relations with ordered filters.