• Journal of Korean Academy of Nursing Administration
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• v.9 no.4
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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.

• The Journal of Korean Academic Society of Nursing Education
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• v.14 no.2
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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.

• The Journal of the Korea Contents Association
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• v.16 no.7
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• pp.359-367
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• 2016

The purpose of this study is to investigate whether there is a statistical relationship between compensation communication and job satisfaction. The empirical study indicates that there is a positive relationship between compensation communication and organizational justice. The results suggest that employees' fairness perception is enhanced when information about compensation is relevant, accurate, and timely. Furthermore, the statistical results proved that a significant positive relationship exists between organizational justice and job satisfaction. The findings of this study reveal that when employees understand how their compensation is determined and allocated, they feel more fairly treated. The research enhances past studies by utilizing the most widely accepted measure of job satisfaction dimensions, as well as all measures of organizational justice.

• Journal of Distribution Science
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• v.19 no.10
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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.

• Journal of Distribution Science
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• v.18 no.3
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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.

• 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.

• The Research Journal of the Costume Culture
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• v.18 no.3
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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.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.16 no.6
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• pp.3829-3836
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• 2015

The actual complaint handling response of the company serves as an important success factor for the company to reduce defection rate of customers who have complaints. In this regard, this study sought to divide the company's complaint handling response into substantial compensation, favorable employee behavior and organizational procedures, empirically verify the effects of the customer's justice perception on trust and satisfaction, and thus to present the importance of the company's actual response. To this end, the data obtained from a survey of 210 customers who filed complaints directly to the company was analyzed using SPSS and AMOS. The research results can be summarized as follows. The compensation for customers with complaints has a significant effect on justice, and the favorable employee behavior also has a significant effect on justice. In addition, the organization procedures about handling complaints have a significant effect on justice. Especially the justice as justice perception was found to affect the future behaviors of customers such as trust and satisfaction. Based on these findings, this study presented implications and suggested future research.

• Korean Journal of Occupational Health Nursing
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• v.25 no.3
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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.

• The Korean Journal of Air & Space Law and Policy
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• v.32 no.2
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• pp.3-31
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• 2017

On 12 October 2017, the English Royal Courts of Justice delivered its decision about air carrier's compensation liability for the flight delay. In the cases the passengers suffered delays at a connecting point and, consequently, on arrival at their final destination. They claimed compensation under Regulation 261/2004 (the "Regulation"), as applied by the Court of Justice of the European Union (the "CJEU") in Sturgeon v. Condor [2009]. The principal issues were whether delays suffered by the passengers during the second leg of their respective journeys were compensable under the Regulation, whether there was jurisdiction under the Regulation and whether the right to compensation under the Regulation is, insofar as non-Community air carriers are concerned, excluded by virtue of the exclusive liability regime established under the Montreal Convention 1999. The passengers, the plaintiff, argued that the relevant delay was not that on flight 1 but that suffered at the "final destination". They maintained that there was no exercise by the EU of extraterritorial jurisdiction as the delay on flight 2 was merely relevant to the calculation of the amount of compensation due under the Regulation. The air carrier, the defendant, however argued that the only relevant flights for the purpose of calculating any delay were the first flights (flights 1) out of EU airspace, as only these flights fell within the scope of the Regulation; the connecting flights (flights 2) were not relevant since they were performed entirely outside of the EU by a non-Community carrier. Regarding the issue of what counts as a delay under the Regulation, the CJEU held previously on another precedents that the operating carrier's liability to pay compensation depends on the passenger's delay in arriving at the "final destination". It held that where the air carrier provides a passenger with more than one directly connecting flight to enable him to arrive at their destination, the flights should be taken together for the purpose of assessing whether there has been three hours' or more delay on arrival; and that in case of directly connecting flights, the final destination is the place at which the passenger is scheduled to arrive at the end of the last component flight. In addition, the Court confirmed that the Regulation applied to flights operated by non-Community carriers out of EU airspace even if flight 1 or flight 2 lands outside the EU, since the Regulation does not require that a flight must land in the EU. Accordingly, the passengers' appeal from the lower Court was allowed, while that of air carrier was dismissed. The Court has come down firmly on the side of the passengers in this legal debate. However, this result is not a great surprise considering the recent trends of EU member states' court decisions in the fields of air transport and consumer protection. The main goal of this article is to review the Court's decision and to search historical trend of air consumer protection especially in EU area.