• Journal of Digital Convergence
• /
• v.19 no.1
• /
• pp.89-97
• /
• 2021

The purpose of this study is to verify the influence of the cognitive process related to the organizational citizenship behavior. The research method consisted of the cross-design of the prospect dimension and goal orientation dimension, and information security factors consisted of distributive justice, response efficacy, self efficacy, and organizational citizenship behavior. As a result of the study, the dimension of prospect had a significant effect on response efficacy and self efficacy, and it was found that the influence of the gain condition was greater than that of the loss condition. The goal orientation dimension had a significant effect on response efficacy and self efficacy, and it was found that the influence of the growth condition was greater than that of the validation condition. The research model that explained the relationship between information security factors appeared as a partial mediating model between distributive justice, response efficacy, and organizational citizenship behavior. The implications of this study suggest that it is necessary to establish an information security strategy in combination with individual decision-making factors and organizational culture factors.

• The Journal of the Korea Contents Association
• /
• v.17 no.1
• /
• pp.299-336
• /
• 2017

The purpose of this study is to identify the differential effects of transformational leadership and organizational justice on psychological contract breach and work engagement, and to suggest practical implications. To this purpose, this study theoretically references equity theory which recognizes the relationship between organizational input and output, social exchange theory which explains the exchange relationship between members and organization, and job demand-resource (JD-R) model that combines job demands and job resources. A empirical study was conducted on 277 employees at 18 companies of diverse industries including manufacturing, distribution, and finance, and to eliminate the common method bias problem, the dependent variable was measured using peer evaluation. The results of this study showed that: 1) both transformational leadership and organizational justice had a significant positive effect on work engagement and significant negative effect on psychological contract breach; and 2) psychological contract breach played a partial mediating role in the relationship between transformational leadership and work engagement as well as between organizational justice and work engagement. Therefore, this study suggests that, as organizational justice has stronger influence on work engagement and psychological contract breach than transformational leadership, organizations should not only train its leaders but also guarantee fairness.

• Asia-Pacific Journal of Business Venturing and Entrepreneurship
• /
• v.7 no.1
• /
• pp.245-255
• /
• 2012

Greenberg(1990) suggested that organizational justice research may potentially explain many organizational behavior outcome variables. One such example of nontraditional job behavior is organizational citizenship behavior and service quality, for they are part of the spontaneous and innovative behaviors noted by Katz(1964). Stimulated by conceptualizations of justice in organizations by such theorists as Homans(1961), Admans(1965), and Walster, Berscheid, and Walster(1973), organizational researchers devoted considerable attention in the 1960s and 1970s to testing propositions about the distribution of payment and other work-related rewards derived from equity theory. Although reviews and critiques of equity theories once dominated the pages of organizational journals, more recently it has been the subject of far more attention(Reis, 1986). In one notable recent trend, researchers and theorists have expanded on conceptualizations of procedural and distributive justice by turning attention to the interpersonal aspects of justice, the perceived fairness of the way people are treated by others. With the rapid and uncertain changes of organization, such voluntary behaviors as OCB, service quality, and innovative behavior have become more important for the development and survival of organization. Thus it is very important to keep the organization fair for keeping employees participative in organization. Here it is reviewed the relationship between organizational justice and it's related factors(OCB, service quality and innovative behavior).

• Korean Business Review
• /
• v.19 no.2
• /
• pp.23-46
• /
• 2006

In modern economic societies, individuals are governed by organizations and they managed their daily lives in one way or another. through such organizations. All activities of the organizations are carried out by the job performance of individuals. Job is a very important factor for both individuals and organizations. The study is the explore. the effect of job characteristics and organizational characteristics on the job satisfaction in the small- and medium- sized firms in Namdong und Banwool Area. Job characteristics and organizational justice were hypothesized to be positively related to job satisfaction. To examine the influence of job characteristics and organizational justice on job satisfactions, data were collected from 320 employees of the small- and medium- sized manufacturing companies in Namdong und Banwool Area. This research took independent variables as the core job characteristics of the job characteristic theory such as skill variety, job stagnation, job importance, autonomy, feed back, and organizational justice as distributive and procedural justice. As a result, I can make the following suggestions. First, The Results show that job characteristics and organizational justice were significant and important predictors of job satisfaction. Secondarily, to raise the job desire of organizational members, job must be designed in such a way that the members can highly recognize their job characteristics.

• Journal of Korea Technology Innovation Society
• /
• v.22 no.1
• /
• pp.85-118
• /
• 2019

The purpose of this paper is to analyze the moderating effects of organizational justice, on the relationship between job characteristics and organizational performance of researchers in government-supported research institutes. For this purpose, a regression analysis was conducted based on a survey on 459 researchers in government-supported research institutes. As a result, first, autonomy, importance, identity, and feedback, excluding diversity, have positive effects on job satisfaction. Second, autonomy, identity, and feedback among job characteristics have positive effects on organizational commitment. Finally, as a result of verifying the moderating effects of organizational fairness on the relationship between job characteristics and organizational performance, it turned out that autonomy and diversity among job characteristics showed statistically significant effect on job satisfaction, and autonomy, importance, and feedback on organizational commitment.

• Health Policy and Management
• /
• v.5 no.2
• /
• pp.173-201
• /
• 1995

A causal model of organizational commitment on the basis of Western literature was tested with a sample of 1,164 employees from two university hospitals in Korea. The model contains three groups of determinants : environmental variables(job opportunity, spouse support, and parent support), psychological variables(met expectations, work involvement, positive affectivity, and negative affectivity), and structural variables(job autonomy, work unit control, routinization, supervisor support, coworker support, role ambiguity, role conflict, workload, resource inadequacy, distributive justice, promotional chances, job security, job hazarda, and pay). The data were colleted with questionnaires and analyzed with the LISREL maximum likelihood method. It is found that (1) the following variables, listed in order of size, have significant total effects on organizational commitment : job satisfaction, met expectations, supervisor support, job security, routinization, job opportunity, negative affectivity, work involvement, distributive justice, and promotional opportunity, (2) the model explains fifty-nine percent of the variance in organizational commitment, and (3) the link with expectancy theory is justified by the results for met expectations. Two conclusions can be drawn from these findings. First, the model of organizational commitment appears to be generalizable to Korean hospitals. Second, the model of organizational commitment should include such theoretical variables as environmental, psychological, and structural factors.

• Journal of Korea Society of Digital Industry and Information Management
• /
• v.11 no.3
• /
• pp.125-143
• /
• 2015

As improving the life quality of citizen because of development of Urbanization and Information, civil application service of public institutions has been changed. The government provides a 24-hour civil service of e-government, public institutions operate U-complaints call center to pursue a personalized service to customers. As customer service are diversified, the inconvenience of service is increased. Therefore, public institutions instituted U-complaints call center to solve increased complaints. In early days, public institutions operated simple call center. However, it became intelligent U-complaints call center by SNS. The more increase the importance of agents' contact customer service, the more increase Job Performance considered by Organizational Commitment & Job Satisfaction of call center agents. This study analyzed that applied to Fairness Theory with Organizational Commitment, Job Satisfaction and analyze U-complaints call center agents' role and job performance of public institutions. Proposed a research model applied to job satisfaction with key variables, organizational commitments, job satisfaction. It's expected to impact on job performance of U-complaints call center agents in public institutions. For empirical study of research model, conducted a survey of the U-complaints call center agents of public institutions. 170 samples were collected from the survey and analyze relationship between the factors. Procedural justice, distribution fairness, fairness interaction are significant influence on organizational commitment of parameters by analysis U-complaints call center agents. Procedural justice and fairness of interaction was found not to effect on parameters of job satisfaction. Also, parameter, organizational commitment have significant influence on job satisfaction. However, have no influence on job performance. Therefore, the parameters of job satisfaction have significant influence on job performance. Public institutions should adopt to improve the quality of citizen services through U-complaints call center agents.

• Management & Information Systems Review
• /
• v.32 no.4
• /
• pp.27-51
• /
• 2013

The present study focuses on ethical leader ship of people who are member of organization. The survey was conducted to 209 spectators who participated in the corporate organization. Collected data were analyzed through the statistical and analysis program SPSS. Correlation analysis and multiple regression analysis were conducted for analyzing the influence of ethical work climates on ethical leader ship and organizational citizenship Behavior. The results are below. First, the result of analyzing the relationship between ethical work climates and Ethical leader ship shows that principle have a positive impact on distributive justice, procedural justice, transparency, contribution, integrity and benevolence have a positive impact on procedural justice, contribution, integrity. Second, the result of analyzing the relationship between ethical leader ship and organizational citizenship behavior shows that transparency has a positive impact on conscientiousness, and integrity has a positive impact on sportsman ship. We discuss the implications of the results for the theory and the future research on the ethical leader ship.

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

• Management & Information Systems Review
• /
• v.38 no.4
• /
• pp.159-182
• /
• 2019

The purpose of this study is to investigate the impact of members' perception of unit change management efforts on their emotional-organizational commitment during the military restructuring. The mediating effect of change acceptance of the members in this relationship is also studied. Currently, the military is seeking to restructure its military construct in order to actively cope with the rapidly changing security situation and the decrease in military service resources. If an organization fails to effectively manage its changes when undergoing restructuring, it is difficult to expect the success of organizational change due to its members' resistance to change. Therefore, this study suggested the effect of members' perception of personnel fairness and transformational leadership on their emotional-organizational commitment and the mediating role of the members' change acceptance in the relationship between them as the hypotheses. Survey results show that personnel justice and transformational leadership has a positive impact on the emotional-organizational commitment of the members, and that the change acceptance of the members partially mediates the relationship between them. By presenting the mediating effect of change acceptance with theoretical implications, the theory has been expanded. In practice, the change management activities for the restructuring of the military structure have been identified, and the effort for enhancing the change acceptance of the members is required to success on the organizational restructuring.