• Korean Journal of Child Studies
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• v.20 no.1
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• pp.29-44
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• 1999

A major concern in the area of moral education is to find an effective educational method capable of supporting maturity of moral reasoning in young children. The purpose of the present study was to evaluate the effects of distributive dilemma discussion on children's distributive justice reasoning. The subjects were fifty 5-year-olds selected from a kindergarten in the city of Kumi. 26 children participated in a 10 week discussion intervention; another 24 children constituted the control group. The experimental procedure consisted of 3 parts; a pre-test to determine the experimental and control groups, moral discussions on dilemma situations based on 10 stories for the experimental group, and a post-test for both groups. The moral discussions were audio-taped. The results showed that children in the experimental group used more varied and elaborate distributive justice reasoning as the discussions proceeded. Moral discussions facilitated distributive justice reasoning.

• Korea Journal of Hospital Management
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• v.9 no.1
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• pp.115-132
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• 2004

The purpose of this study is to investigate the impacts of distributive and procedural justice on job satisfaction and organizational commitment among hospital nurses. The samples of this study consisted of 353 nurses from 8 general hospitals located in Seoul and Youngnam area in Korea. Data were collected with self-administered questionnaires and analyzed using hierarchical regression technique. Contrary to the predictions of the interaction, main effect or cultural model, the results of this study show that both distributive and procedural justice have significant positive impacts on job satisfaction and organizational commitment among hospital nurses, and the former has stronger effects than the latter. The results imply that hospital administrators should take measures to establish procedural and distributive justice to increase job satisfaction and organizational commitment among hospital nurses.

• Journal of Families and Better Life
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• v.17 no.1
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• pp.191-203
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• 1999

The purposes of this study were to examine the relationships between how mothers scaffolded a shared bookreading task and the preschoolers' level of distributive justice reasoning and to investigate the mothers' shared bookreading process. The subjects were thirty-two 6-year-old children(16 boys and 16 girls) selected from 4 kindergartens and their mothers. The family SES was controlled. The children's response with story dilem,as and mothers' shared bookreading were audiotape recorded and transcribed and scored. Major findings were as follows; 1. Preschoolers' level of distributive justice reasoning were usually external characteristics - desire- need- and equity-orientation 2. There was no sex difference in the preschooler's level of distributive justice reasoning and the mothers' shared book reading process. 3. Preschoolers' level of distributive justice reasoning were significantly correlated with mothers' shared bookreading process.

• Management & Information Systems Review
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• v.15
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• pp.71-90
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• 2004

This study has uncovered some important relationships among employees perceptions of distributive justice and procedural justice and organizational effectiveness. The present study attempts, first, to identify the perceived justice in promotion and transfer, performance evaluation, pay raise, job allocation and job fire. Second, to determine the relative importance of distributive justice and procedural justice. relationships of organizational effectiveness. The research is the identification of a modest but significant relationship between the two justice and organizational effectiveness. The result make it clear that employee find that right personnel management of fairness. To summarize the result of three variables's relationship influence is as below. The results indicated that perceptions of procedural justice as much organizational effectiveness than do perceptions of distributive justice. As also predicted, the perception of distributive justice did not impact organizational effectiveness. Therefore, Partially supporting the hypothesis. The research implications of these study suggest that great causality should be this paper' research model in three variables. The result indicate that manager must pay attention to employees perceptions of procedural justice and distributive justice.

• Journal of applied mathematics & informatics
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• v.39 no.3_4
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• pp.569-585
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• 2021

In this paper, we introduce the concept of relative co-fuzzy annihilator filters in distributive lattices. We give a set of equivalent conditions for a co-fuzzy annihilator to be a fuzzy filter and we characterize distributive lattices with the help of co-fuzzy annihilator filters. Furthermore, using the concept of relative co-fuzzy annihilators, we prove that the class of fuzzy filters of distributive lattices forms a Heyting algebra. We also study co-fuzzy annihilator filters. It is proved that the set of all co-fuzzy annihilator filters forms a complete Boolean algebra.

• Korea Journal of Hospital Management
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• v.14 no.4
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• pp.103-123
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• 2009

The purpose of this study is to investigate antecedents and consequences of perceived justice of performance appraisals, which is classified as distributive and procedural justice, in hospital organization. The results of this study are summarized as follows. First, for distributive justice of performance appraisals, the influential factors are the pertinence of performance appraisal method, the opportunity of self-reporting, the availability of performance appraisal, and the feedback of performance appraisal. For the procedural justice of performance appraisals, they are the leadership style of performance appraisers, the ratee-rater exchange relationship, the pertinence of performance appraisal method, the opportunity of self-reporting, and the feedback of performance appraisal. Second, the perceived justice weakly affects outcome variables, organizational commitment and job satisfaction. By these results, the performance appraisal system needs to be changed in order to enhance distributive justice through the improvement of suitable methods of the performance appraisal, the opportunity of self-reporting, the availability of performance appraisal, and the feedback of performance appraisals. If it is difficult to increase the level of distributive justice due to the environmental restrictions in hospitals, the way to enhance the procedural justice more than the distributive one should be considered.

• The Korean Journal of Health Service Management
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• v.13 no.4
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• pp.53-65
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• 2019

Objectives: This study analyzed the influence of the career plateau phenomenon and distributive justice among hospital nurses on their turnover intention and the moderating effect of proactivity on these correlations. Methods: Survey data from 459 out of 500 hospital nurses at 9 hospitals were collected and used for analysis. SPSS 24.0 was used for conducting regression, validity, and reliability analyses. Results: Career plateau was positively related to turnover intention, whereas distributive justice was negatively related to turnover intention. Proactivity strengthened the positive influence of career plateau on turnover intention. By contrast, proactivity alleviated the negative relation between distributive justice and turnover intention. Conclusions: This study empirically confirmed that career plateau and distributive justice are important antecedent factors of the turnover intention of hospital nurses. Proactivity played a key moderating role between these antecedent factors and turnover intention. Theoretical and practical implications of this study were also discussed.

• Journal of the Korean Operations Research and Management Science Society
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• v.27 no.4
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• pp.127-137
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• 2002

This study aims at developing and empirically testing a comprehensive model of organizational justice derived from the prior empirical studies on organizational justice. The study seeks to understand the antecedents to and the consequences are addressed. The first question is what characteristics of the HRM systems determine the levels of perceived distributive and procedural justice. Hypotheses are derived from the two prominent theoretical models, i.e., the self-interests model (SIM) and the group value model (GVM). Those factors include neutrality, consistency, accuracy. ethicality. credibility. and reciprocity in the processes of making HRM decisions. All nine factors suggested by the two models aye adopted for this study as major determinants of both distributive and procedural justice. The second question of this study is related to the moderating effects of individual differences on the relationship between the SIM and GVM variables and perceived distributive and procedural justice in organizational contexts. The final research question deals with the consequences of perceived organizational justice. specifically job - related altitudes and organizational commitment. Job-related attitudes in this study refer to job satisfaction, job motivation, and job involvement, i.e., the willingness to make contributions. identification with organization, and intent to stay. In examining the consequences of perceived organizational justice, the study focuses on the interaction effects of procedural and distributive justice on the above nine outcome variables. The results show that both SIM and GVM variables significantly influence distributive and procedural justice. However, hierarchical regression analyses reveal that the GVM variables except more influence has been focused on the consequences of perceived distributive justice with regard to outcomes provided by the organization.

• 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.

• Journal of Korean Academy of Nursing Administration
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• v.12 no.1
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• pp.32-40
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• 2006

Purpose: The purpose of this study was to identify the effects of organizational justice(distributive justice and procedural justice) on job involvement and organizational commitment in nurses. Method: The subjects were 336 nurses who were working at the 7 hospitals with over 500 beds. The data were collected using structured questionnaire from Mar. 15 to April 16 of 2004. For data analysis, the SPSS/PC program was used. Results: The mean score of distributive justice was 2.77, procedural justice was 2.74, job involvement was 3.26, and organizational commitment was 3.30. The distributive justice were positively correlated with job involvement (r=.188, p<.01) and organizational commitment(r=.264, p<.01), the procedural justice were positively correlated with job involvement(r=.231, p<.01) and organizational commitment(r=.296, p<.01) in nurses. The organizational justice explained 37.5% of the job involvement and 40.4% of the organizational commitment. The procedural justice was shown to expert even more significant effect on both job involvement(${\beta}=.188$, p=.003) and organizational commitment(${\beta}=.219$, p=.001) rather than distributive justice. Conclusion: The procedural justice was ascertained to influence on job involvement and organizational commitment rather than distributive justice in nurses. Therefore, the nursing manager must develop to promote the procedural justice perception of the nurses in order to enhance the job involvement and organizational commitment.