• 간호행정학회지
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• 제9권4호
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• pp.585-597
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• 2003

Purpose: The purpose of this research is to find out how clinical nurse's recognition is effected to nursing organization through compensation justice, and then will support important basic data to management of nursing organization. Methods: Data collection was held through April 1st to 30th in 2003, The Subjects were 375 who were working at 5 hospitals in Seoul and has experiences at least over one year. Result: The average score of nurses' organizational commitment was 3.95 on a 7 point scale, and job satisfaction was 2.80 on a 5 point scale, and distribute justice was 2 on a 5 point scale, and procedural justice was 2.32 on a 5 point scale. We realize the distribute justice of compensation justice showed outstanding difference by age, education back-ground, experience, status of job, religious and types of hospital foundation, comparing the procedural justice only showed the difference by marriage status and type of hospital foundation, Through the study of how compensation-justice effect to organizational commitment, distribute justice never effect instead of procedural justice made effect 30.4% overall transition, as well as procedural justice explain 31.5% of job satisfaction. Conclusion: Finally we have data on the clinical nurse's recognition of compensation justice distribute justice and procedural justice are generally low, job satisfaction and organizational commitment are average. Job satisfaction and organizational commitment are depend upon age and educational level seriously.

• 한국간호교육학회지
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• 제14권2호
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• pp.195-204
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• 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.

• 한국콘텐츠학회논문지
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• 제16권7호
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• pp.359-367
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• 2016

본 연구는 지각된 공정성이 보상의사소통과 직무만족의 관계를 매개할 수 있는지 실증적으로 검증하기 위한 목적으로 시도되었다. 보상이 이루어지는 시점에서 기업과 종업원의 적절한 정보교환을 포함한 의사소통은 종업원의 직무만족을 가져올 수 있다. 또한 종업원이 보상과 관련된 정보교환의 과정에서 지각하는 공정성의 수준에 따라 직무만족의 변화가 이루어질 수 있다. 본 연구는 세 변수간의 관계를 실증 자료를 활용하여 검증함으로써 지각된 공정성의 실질적인 의미를 확인하였다. 실증분석 결과 보상의사소통은 직무만족에 긍정적인 영향을 미치며, 종업원이 보상과 관련되어 조직에 대한 공정성을 지각하는 정도가 높을수록 직무만족 역시 확대된다는 사실이 확인되었다. 본 연구는 실증연구의 결과를 바탕으로 보상이 이루어지는 상황에서 조직의 관리자가 종업들의 직무에 대한 만족도를 높이기 위한 구체적이고 실천적인 방향을 제시하였다.

• 유통과학연구
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• 제19권10호
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• pp.65-74
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• 2021

Purpose: The purpose of this study is to identify the maximum organizational effectiveness of compensation systems in the distribution industry. It is to identify the relationship between structural compensation and organizational effectiveness. It also aims to clarify whether distributive justice plays as a controlling variable between two variables. Research design, data and methodology: This study was conducted on distribution industry employees. The questionnaire was collected through self-subscription. A total of 209 questionnaires were collected during the month of April 2021, of which 203 were used as valid samples. Results: Structural compensation have been shown to have a positive impact on two sub-factors of organizational effectiveness. In the verification of the controlling effect of distributive justice, perceived fairness has a control effect on the relationship between extrinsic compensation and organizational effectiveness but it does not show a controlling effect on the relationship between intrinsic compensation and organizational effectiveness. Conclusions: Structural compensation has a positive effect on organizational effectiveness. The distribution industry should aware of the compensation and the perceived fairness. The fairness of distribution plays a role in identifying the recognition of compensation and organizational feasibility, identifying motivations of employees, and mediating proper strategies to enhance job satisfaction.

• 유통과학연구
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• 제18권3호
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• pp.43-51
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• 2020

Purpose: This study demonstrated and analyzed the role of distributive justice and procedural justice in explaining the organizational effectiveness of flight attendant. In addition, analyzing the role of the airline type in the coordination between reward justice and organizational effectiveness. Research design, data and methodology: An abstract is the impact relationship between the reward justice and organizational effectiveness of flight attendant and the adjustment effect of the airline type was reviewed. To examine these research models, samples were collected from 281flight attendants during Nov, 2019. Results: Reward justice has a positive effect on organizational effectiveness, and the types of airlines have a meaningful adjustment effect in terms of the effect of reward justice on organizational effectiveness. Conclusions: Procedural justice and distributive justice have positive influence on two sub factors of organizational effectiveness of the flight attendant. It suggests that the standards, procedures and processes of compensation must be fair, the degree of effort, the stress or the tension of the flight attendant should be considering, and it is necessary for the airline to respect the personality of the flight attendant and provide them with accurate compensation information in a timely manner. This will increase the awareness of reward.

• 간호행정학회지
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• 제13권4호
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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.

• 복식문화연구
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• 제18권3호
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• pp.526-540
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• 2010

Due to fierce competition, many domestic fashion businesses are suffering difficulty in securing and maintaining customers. Accordingly, fashion companies are devoting all their energy to secure customers by using high quality and diverse strategies for distribution and promotion, and to secure loyalty by satisfying customers with the offer of excellent service. Thus, it is very important to provide systematic service recovery strategy available for handling service failure effectively. Therefore, the purpose of this study is comprehensively analyzing influences of expectation dis-confirmation and perceived justice for service recovery upon consumers' satisfaction and loyalty. The findings are as follows. First, as for the service failure that customers experienced, the more consumers who expect it to be recovered led to the higher formation of expectation-compensation dis-confirmation. Second, it was indicated that the higher seriousness in service failure that customers experienced led to the lower satisfaction and loyalty to service recovery. Third, as a result of examining influence of expectation-compensation dis-confirmation for service-failure recovery upon consumer satisfaction and loyalty, the customers who showed more positive dis-confirmation to expectation-compensation were indicated to form the more satisfaction and loyalty. Fourth, as a result of examining the influence of the perceived justice in the process of service-failure recovery upon customer satisfaction, all in 3 dimensions of justice had effect on customer satisfaction.

• 한국산학기술학회논문지
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• 제16권6호
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• pp.3829-3836
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• 2015

기업의 실제적인 불만처리 반응은 불만 고객의 이탈을 줄이는 기업의 중요한 성공요인이다. 이에 본 연구는 기업의 불만처리 반응을 실질적인 보상, 종업원(직원)의 호의적인 행동 그리고 기업의 절차로 구분하였다. 이때 고객의 정의인식인 공정성 지각이 신뢰와 만족에 미치는 영향을 실증적으로 검증하여 실제적인 기업 반응의 중요성을 제시하고자 한다. 연구 대상은 기업에게 직접적으로 불만을 제기한 경험이 있는 210명의 설문 자료를 SPSS, AMOS를 이용하여 분석하였다. 연구 결과를 요약하면 불만고객에 대한 보상은 공정성에 유의한 영향을 미치는 것으로 나타났으며, 종업원의 호의적인 태도도 공정성에 유의한 영향을 미치는 것으로 나타났다. 불만에 대한 기업의 절차 역시 공정성에 유의한 영향을 미치는 것으로 본 연구에서는 분석되었다. 특히, 이러한 공정성은 정의 인식으로 고객의 미래 행동인 신뢰와 만족에 영향을 미치는 것으로 나타났다. 이런 연구 결과에 근거하여 시사점을 제시하고 미래 연구를 제안하였다.

• 한국직업건강간호학회지
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• 제25권3호
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• pp.177-187
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• 2016

Purpose: This cross-sectional descriptive study was to explore the relationship among practice environment, organizational justice, and job satisfaction of male nurses. Methods: Subjects were 115 male nurses who were the member of the Korean man nurses association, and they were asked to complete self-administration questionnaires via internet site for this survey which included nurse's practice environment, organizational justice, and job satisfaction. Collected data were analyzed using SPSS/WIN version 21.0 software. Results: The mean scores of the nurse's practice environment, organizational justice, and job satisfaction were 2.9, 3.0, 3.1 out of 5 Likert scale respectively. The job satisfaction was positively correlated with the nurse's practice environment (r=.70, p<.001) and organizational justice (r=.78, p<.001). The job satisfaction was affected by procedure-related justice, interpersonal justice, adequacy of staffing and resources in nursing work environment, compensation justice, and good healthy status. These variables explained 68.6% of male nurse's job satisfaction. Conclusion: This finding suggest that suitable organization management for male nurses are necessary through improvement of practice environment and organizational justice in hospital.

• 항공우주정책ㆍ법학회지
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• 제32권2호
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• pp.3-31
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• 2017

지난 2017년 10월 12일 영국 고등법원(Royal Courts of Justice)은 항공기 운항지연에 따른 항공사의 보상책임에 관하여 판단하였다. 2건의 사건이 병합된 사안에서 원고인 승객들은 영국 리버풀을 출발하여 아랍에미레이트의 두바이를 경유하여 각각의 목적지인 방콕과 시드니로 가기 위해 피고 항공사와 운송계약을 체결하였다. 사안에서 최종 목적지에 승객이 연착되었는지 여부를 판단함에 있어서 연결편을 포함하는 전체 항공여정이 고려되어야 한다는 원고측의 주장에 대해 피고 항공사는 첫 번째 항공편에 발생한 연착만이 항공사의 책임을 판정하는 고려의 대상이 되어야 한다고 주장하였다. 결국 이러한 다툼은 유럽연합(EU)의 항공소비자 보호에 관한 Regulation (EC) No. 261/2004의 적용범위에 관한 것이었다. 즉, 첫 번째 항공운송은 EU지역의 공항을 이륙한 항공편이었고, 두 번째 항공운송은 EU가 아닌 다른 지역에서 운항되었고 더욱이 해당 운송인이 EU에서 설립된 항공사가 아니므로 환승 이후의 항공운송에 관해서는 Regulation 261의 적용이 배제되므로 규정된 금전보상의무가 인정될 수 없다고 피고 항공사가 주장하였던 것이다. 본 논문은 이와 같이 연결편에 의한 항공운송 계약의 이행에서 발생한 지연에 관한 Regulation 261의 적용범위가 문제되었던 사례와 유럽연합사법법원(Court of Justice of the European Union, CJEU)의 판례를 검토할 목적에서 기술되었다. 해당 사례를 연구하는 것은 우리 국민과 항공사에게 시사하는 바가 적지 않다. 우선 Regulation 261 규정에 따라, EU지역을 출발하는 모든 항공사를 이용하는 승객은 동 규정의 적용대상에 포함되므로 EU를 출발하는 우리 국적사들은 Regulation의 직접 적용을 받게 된다. 비록 지리적인 이유로 유럽을 출발하여 우리나라를 경유해서 타국으로 환승하는 여객이 사안에서 문제가 되었던 중동지역과 비교할 때 절대적으로 많지는 않을 것으로 생각되지만, 해당 규정의 의미와 판례동향은 분명히 참고가 필요할 것으로 본다. 나아가 그 서문에서 천명하고 있는 바와 같이 Regulation 261은 기본적으로 항공운송인 보다 소비자인 여객의 권리보호에 친화적인 판례를 다수 도출하고 있는 바, 우리나라의 항공소비자 보호를 위한 법제연구에도 본 연구는 좋은 참고가 될 수 있을 것으로 본다.