• The Journal of Society for e-Business Studies
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• v.24 no.3
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• pp.143-161
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• 2019

The purpose of this study is to empirically verify the relationship of how job stress and job satisfaction of information security professionals affect turnover intention, a precursor of actual turnover. The moderation effect of organizational justice is also explored within these causal relationships. This empirical analysis used 150 responses from information security professionals within 4 different industries. The analysis result from survey responses shows that job stress increases turnover intention, and job satisfaction decreases turnover intention, and that interactional justice, a subordinate concept of organizational justice, has a negative moderating effect at the relationship between job stress and turnover intention. The moderating effect of interactional justice, which can reduce turnover intention with warm words from managers or colleagues even when information security professionals who respond to emergencies such massive incidents are with high job stress, is a piece of important knowledge for information security managers. To reduce voluntary turnover of information security professionals from the organizational perspective, making efforts to lower job stress and raise job satisfaction and interactional justice is necessary.

• Journal of Korean Society of Transportation
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• v.25 no.3
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• pp.7-17
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• 2007

This study suggests ways to utilize the concept of environmental justice in order to improve the environment through strategies related to emissions. In Particular, this study explores ways to ameliorate the environment and traffic in consideration of environmental justice instead of simply aiming to reduce emissions. Real-time traffic information was gathered using ITS, it was input into a simulation model. and the level of present exhaust fume emissions was found. At the same time, based on current traffic situations, diverse strategies for reducing emissions were evaluated and appropriate executable alternative measures for ensuring environmental justice were provided.

• Journal of Digital Convergence
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• v.16 no.2
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• pp.117-126
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• 2018

The threat to information security is growing globally. To this, organizations are increasing the weight of adapting and operating the more specialized information security policy and system. Information security requires participation from the employees who execute the security system and policy, and to increase the level of organization's internal security, requires organization's systematic support to improve employees' information security compliance intention. This research finds the mechanism for improving employee's information security compliance intention by applying justice theory and goal setting theory in information security. We use structural equation modeling to verify the research hypothesis, and conducted a survey on the employees of organization with information security policy. In other words, this research performs verification of the research model based hypothesis which claims that security policy goal setting has positive influence on employee's level of security related justice recognition, and claims that justice has positive influence on compliance intention. The object of study is the employees of the organization that adapts information security policy, and 383 valid samples were collected via survey. Structural equation modeling was performed to verify the research hypothesis. The result shows that security policy goal factor (goal difficulty, goal specificity) improves employee's security related justice recognition, and that security related justice (distribution, process, and information justice) has positive influence on compliance intention. The result suggests the strategic approach directions for improving employees' compliance intention on organization's security policy.

• Journal of Internet Computing and Services
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• v.25 no.3
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• pp.83-92
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• 2024

Recently, the importance of HR analytics for data-based decision-making in establishing and operating an effective human resource management system for companies is increasing. In addition, there is growing interest in the effect of employees' perceptions of organizational justice on positive organizational behavior. Therefore, in this study, among the various factors affecting teamwork behavior, we analyzed the impact on teamwork behavior such as perception of organizational justice and organizational culture. Organizational justice has a significant impact on the formation of members' attitudes, but its meaning may vary depending on the organizational context. In this study, we divided organizational justice into four types (procedural, distributive, interpersonal, and informational fairness) and confirmed their impact on teamwork behavior. In addition, organizational culture was divided into hierarchy culture and innovation culture, and how to regulate these relationships was examined. To analyze these relationships, individual-level data collected from 657 people at domestic companies were used for analysis. According to the analysis results, in a hierarchical culture, procedural justice and information justice had a positive influence on teamwork behavior through the mediating process of job satisfaction, and in an innovative culture, interpersonal justice and information justice had a positive influence on teamwork behavior through job satisfaction. It was confirmed to have a (+) effect. These research results provide implications for people management by indicating that, although organizational justice is important to members and organizations, it may be perceived differently and have different meanings depending on the organizational context. Through the use of the information presented in this study, we will provide value that can effectively and efficiently implement a company's human resource management system.

• Journal of Digital Convergence
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• v.20 no.5
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• pp.139-148
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• 2022

The research focuses on the interactional justice of organizational members and supervisors within Chinese organizations. In terms of organizational performance, the focus is on creativity by members, based on the need for innovation today. Furthermore, it verifies the influence of moral leadership on members' innovative behavior and the various effects of trust on members' superiors. This study empirically examined 330 Chinese small practitioners and identified the role of interactional justice in increasing the creative influence of organizational members to date in Chinese small. This study will propose ways to increase the level of creative and reduce the level of procedural justice, and discuss future research directions related to this.

• Korean Journal of Occupational Health Nursing
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• v.32 no.4
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• pp.205-214
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• 2023

Purpose: This study investigated the impact of nurse practice environment and organizational justice on nurses'job satisfaction. Methods: We identified the factors between nursing work environment and organizational justice to job satisfaction for 189 nurses working at a general hospital in city C. Data were collected from June 1st to 15th, 2023, and analyzed using descriptive statistics, t-test, ANOVA, Pearson's correlation coefficients, and multiple stepwise regression, using IBM/SPSS 27.0 for the Windows program. Results: The mean job satisfaction was 3.24±0.55 points on a 5-point scale. Multiple stepwise regression revealed that the factors affecting nurses'job satisfaction included nursing foundations for quality of care (β=.26, p=.005), staffing and resource adequacy (β=.40, p<.001), collegial nurse-physician relations (β=-.24, p=.007), and distributive justice(β =.27, p<.001).These variables explained 55.0% of job satisfaction. Conclusion: The research findings indicate that higher job satisfaction is associated with a better nurse practice environment and positive perceptions of organization justice. These findings indicate that it is necessary to enhance the nurse practice environment and improve organizational justice to enhance job satisfaction among nurses.

• Journal of Industrial Convergence
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• v.7 no.1
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• pp.1-20
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• 2009

The purpose of this study is to examine the relationship between organizational citizeship behavior and justice perceptions. The empirical results have indicated that the justice factors affect on the organizational citizenship behavior. Implications and limitations are discussed.

• Journal of the Korean Society for information Management
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• v.36 no.4
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• pp.253-277
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• 2019

In the era of the 4th Industrial Revolution, the importance of data is intensifying, but there are many cases where it is not easy to use data due to personal information protection. Although criminal justice information is expected to have various useful values such as crime prediction and prevention, scientific investigation of criminal investigations, and rationalization of sentencing, the use of criminal justice information is currently limited as a matter of legal interpretation related to privacy protection and criminal justice information. This study proposed to convert criminal justice information into 'crime data' and use it as big data through the structuralization and categorization of criminal justice information. And when using "crime data," legal issues, value in use, considerations for data generation and use were verified by experts, and future strategic development plans were identified. Finally we found that 'crime data' seems to have solved the privacy problem, but it is necessary to specify in the criminal justice information related law and it is urgent to be organized in a standardized form for analysis to use big data. Future directions are to derive data elements, construct a dictionary thesaurus, define and classify personal sensitive information for data grading, and develop algorithms for shaping unstructured data.

• Cross-Cultural Studies
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• v.52
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• pp.53-78
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• 2018

In the moral culture of the West, love and justice are two commands with roots in ancient times. One is the heritage of Hebraism, and the other belongs to the tradition of Hebraism and Hellenism. The two concepts are the most important virtues required for preserving stability in society. These two commands are compatible, in an exclusive relationship to each other. To ultimately seek their reconciliation, the precise concept analysis and understanding of each of them should be premised on, due to the multi-layered meaning of implications of the two concepts. To this end, we first have started with a lexical meaning and have done a conceptual analysis of what these two concepts are expressing. We have looked at Paul $Ric{\oe}ur$ in his interpretation of the discourse of love and justice. Finally, we looked at how these two concepts are narrated in literature. Through the literary works of Stendal, Albert Camus, and Dostoevsky, we have seen examples of literary configurations that have been embodied in life. In this way, through conceptual analysis, discourse analysis, and narrative analysis of the two concepts, the following conclusions were drawn. Love and justice were not a matter of choice. We could see coldness and unrealism of a society lacking love or with a problem of unclean love, through Stendhal's and Albert Camus' novels and their actual debate. In addition, in unclean paternalism, risk of the power of love blocking certain a certain touch of justice was also confirmed. So, it was necessary for a healthy future society to explore the possibility of the coexistence of love and justice. We confirmed the possibility of compatibility in a 'considerate balance' wherein the 'moral judgment in situation' is required, as Paul $Ric{\oe}ur$ expressed. This ideal situation may be realized when forms of love involving solidarity, mutual care, and compassion with pain like Dostoevsky are combined with the principle of distributional justice. When Albert Camus pursued justice and eventually faced reality and mentioned the need for mercy, he could have made a moral judgment based on this situation. In the end, love protects justice, and justice contributes to the realization of love. Justice reduces super-ethical love to moral categories, and love plays a role in enabling justice to exert its full force.

• International Journal of Quality Innovation
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• v.7 no.1
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• pp.1-19
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• 2006

This study sought to examine the effect of three (distributive, procedural, and interactional) justice perceptions in predicting employees' motivation to participate in training activities. On the basis of theoretical linkages between the constructs, full mediation and partial mediation models by perceived benefits of training were developed. The models were tested using SEM (Structural Equation Modeling) on responses from 302 employees of three wireless operators in the Republic of Korea. The results showed the partial-mediation model is a dominant model. It also confirmed that interactional justice directly influence motivation to participate in training, whereas procedural justice influence the variable through perceived benefits of training. Furthermore, limitations and implications of the current study and directions for future work are discussed.