• 산업경영시스템학회지
• /
• 제27권1호
• /
• pp.93-102
• /
• 2004

In recent several studies, interactional justice as well as distributional justice and procedural justice was founded as a important factor of justice. But the other studies proposed that interactional justice was a sub-dimension of procedural justice because of a very close correlation between two factors. So there are mixed point of view of the factor structure of justice. In this study, we examined the factor structure of justice using confirmative factor analysis. We hypothesized that the facto, structure of justice would be divided into three factors; distributional justice, procedural justice and interactional justice. The results of empirical study supported these hypotheses. The results of this study suggest that interactional justice should be regarded as a important factor of justice to analyze the justice and the relationship with justice and related variables more accurately.

• 한국간호교육학회지
• /
• 제14권2호
• /
• pp.195-204
• /
• 2008

Purpose: This study was performed to measure the justice of compensation (distributive justice, procedural justice) and the intention of turnover perceived by nurses, and to identify the relationship between these two variables. Method: This study was a cross-sectional survey. From May 26 to June 30, 2008, data were collected from the 300 nurses working at 6 general hospitals in 5 cities, Korea. Result: The score of compensatory justice was 2.47(distributive justice was 2.46, procedural justice was 2.48), and the score of turnover intention was 3.39. The Pearson Correlation Coefficient between these two variables was -.496. The perceived compensatory justice(distributive justice, procedural justice)by nurses, their age and working periods were the affecting factors on their turnover intention, and the power of explanation of these affecting factors was 43.4%. Conclusion: According to the results, procedural justice is the most powerful factor among these affecting factors. Therefore, it is concluded that to decrease nurses' turnover intention, nursing or hospital managers have to fairly operate their compensation system, especially procedural justice, in their organization.

• 수산해양교육연구
• /
• 제26권3호
• /
• pp.474-484
• /
• 2014

The purpose of this study was to study literature research on the possibility of education for social justice. First, the principle and rule of education for social justice were unfolded on the basis of contents that education for social justice has to emphasize freedom, democracy, equality of opportunity, and economic growth, and has to be student-centered, collaborative, experienced, knowledged, and practical. Second, the curriculum of education for social justice were unfolded on the basis of contents that education for social justice has to emphasize skills for reading the world and skills for activism, and has to emphasize human rights, democracy, and reservation. And third, the teacher education for social justice were unfolded on the basis of contents that education for social justice has to emphasize care, justice, critique, anti-bias education, critical pedagogy, multicultural education.

• 디지털산업정보학회논문지
• /
• 제12권3호
• /
• pp.273-297
• /
• 2016

With research findings that the righteous and advanced society relies on the microscopic personal experience related to the justice as well as the perilous reality of 70% of corporate employees in all industrial environment, this study samples employees in the manufacturing and construction industry, both of which take up 40% of all industries, to look into how the awareness of the justice within their organizations influences the organizational commitment through psychological capital and occupational satisfaction; and to understand the beginnings for the macroscopic change. As a result of verifying the interrelationship between the justice and psychological factors, distributive justice and interactive justice are in a positive relationship with the psychological capital while procedural justice shows no influence; the procedural justice and interactive justice are positive with the occupational satisfaction whereas the distributive justice shows no influence. Also psychological capital appears positive with the occupational satisfaction and organizational commitment while occupational satisfaction is positively related to the organizational commitment.

• 한국의류학회지
• /
• 제35권7호
• /
• pp.787-800
• /
• 2011

This study investigated service recovery justice perception, purchase satisfaction, positive word-of- mouth (WOM) intention, and repurchase intention of fashion consumers according to the types of internet shopping malls. A survey was conducted from December 20 in 2010 to January 28 in 2011, and 324 respondents who had complaint with internet shopping malls were used in the data analysis. The statistical analysis methods were frequency analysis, factor analysis, reliability analysis, t-test, ANOVA, and multiple regression analysis. The results of this study were as follows. First, in case of integrated internet shopping malls, the procedure justice influenced the purchase satisfaction and the interaction justice influenced the positive WOM intention. In addition, the distribution justice influenced the repurchase intention of fashion consumers. In the case of an open market, the interaction justice influenced the purchase satisfaction and the distribution justice influenced the positive WOM intention. In case of specialized internet shopping malls, the distribution justice influenced the purchase satisfaction and the interaction justice influenced the repurchase intention. Second, there was a difference in the procedure justice, positive WOM intention, and repurchase intention according to gender.

• 산업경영시스템학회지
• /
• 제35권3호
• /
• pp.87-94
• /
• 2012

This study investigates the relationship among locus of control, organizational justice, and job satisfaction. First, this study examines the conceptual structures of organizational justice through field study. Second, organizational justice influences job satisfaction. Third, locus of control influences organizational justice. Literature review identified four factors of organizational justice - distributive, procedural, interpersonal, and informational justice. These identified determinants are expected to have significant relationships with locus of control and job satisfaction. Questionnaires were distributed to 500 members of a manufacturing companies. Among returned questionnaires, 357 samples were used for empirical study. Structural equation analyses based on PLS (partial least square) method were employed to test the hypotheses and the model. The overall adequacy of fit was found to be acceptable. Confirmatory factor analyses supported a 4-factor structure of organizational justice. Distributive, procedural, interpersonal, and informational justice had significant positive effects on job satisfaction. In addition, the effects of locus of control had significant positive effects on organizational justice factors. The results of this study suggest that interpersonal and informational justice should be regarded as important factors of organizational justice to analyze the relationships between locus of control and job satisfaction as well as the relationships among the justice constructs.

• 한국경영과학회지
• /
• 제27권4호
• /
• pp.127-137
• /
• 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.

• 한국병원경영학회지
• /
• 제14권4호
• /
• pp.103-123
• /
• 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.

• 융합정보논문지
• /
• 제8권1호
• /
• pp.291-300
• /
• 2018

본 연구는 중소 언론사에 근무하고 있는 종사자들을 대상으로 하여 조직공정성과 임파워먼트가 고객지향성에 미치는 영향을 실증적으로 분석하였다. 고객지향성에 미치는 영향요인으로 조직공정성의 하위변수는 분배공정성, 절차공정성, 상호공정성으로 설정하였고, 임파워먼트의 하위 변수는 의미성, 역량, 자기결정력, 영향력으로 설정하였다. 분석 결과, 조직공정성의 분배공정성, 절차공정성, 상호공정성은 고객지향성에 영향을 미치는 요인으로 분석되었고, 임파워먼트의 역량, 자기결정력, 영향력 요인은 고객지향성에 영향을 미치는 요인으로 분석되었다. 그러나 임파워먼트의 의미성 요인은 고객지향성에 영향을 미치지 않는 요인으로 나타났다. 중소 언론사들의 근무환경은 인터넷 환경에서 시간과 공간에 대한 제약 없이 업무를 수행하고 있다. 이러한 환경은 종전에는 경험해 보지 못했던 디지털 환경이다. 그러나 조직의 공정성이나 임파워먼트 요인들은 선행 연구결과와 같은 관점에서 종전과 같이 고객지향성에 중요한 영향으로 분석되었다.

• 융합보안논문지
• /
• 제11권2호
• /
• pp.35-43
• /
• 2011

미국의 시큐리티 발달은 미국 산업의 발달과 밀접한 연관성을 갖는다. 미국은 19세기 급속한 산업화가 진행되면서 시큐리티 분야도 동반 발전을 하였고, 미국의 분권적인 지방자치 정치체제는 이러한 시큐리티의 발전에 우호적인 환경으로 작용을 하였다. 미국 시큐리티 산업의 발달과 더불어 시큐리티 전문요원을 양성 배출하는 대학의 경우도 관련 학과를 설치하여 전문교육을 실시하고 있다. 미국에서는 현재 103개의 대학에 관련학과(Criminal Justice)가 설치되어 있으며, 범죄와 관련한 다양한 영역에서 180여개의 과목을 가르치고 있다. 미국 대학의 시큐리티 학문적 경향은 법률과 교정 분야(Law, Justice and Corrections)가 21.6%로서 가장 많은 비중을 차지하고 있었고, 다음으로 형사사법과 소송 분야(Criminal Justice and Procedures)가 20.5%를 차지하여, 법률분야가 총 42.1%로서 전체 중 절대적 비중을 차지하고 있었다. 즉, 미국 대학의 시큐리티 학문적 경향은 법률분야(형사법)에 거의 치중되어 있었다. 또한, 10개 이상의 대학에서 사용하고 있는 공통 교과목의 명칭을 살펴보면, Introduction to Criminal Justice(18개 대학), Criminal Law(18개 대학), Criminology(16개 대학), Criminal Procedures(16개 대학), Research Methods in Criminal Justice(16개 대학), Criminal Investigation(12개 대학), Juvenile Justice(10개 대학), Terrorism(10개 대학), Ethical Issues in Criminal Justice(10개 대학) 등의 9개 과목이다. 미국 대학의 학문적 경향은 범죄예방의 방법을 실정법을 통해서 강구하고 교정을 통해서 찾고 있다는 점이다. 또한, 범죄환경을 제공하는 사회적 배경 또는 사회현상의 중요성에 대해서도 사회과학 분야(Social Science) 의 커리큘럼을 통해 교육이 이루어지고 있었다.