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조직공정성이 직무성과에 미치는 영향 원문보기

  • 저자

    안경진

  • 학위수여기관

    경상대학교 경영대학원

  • 학위구분

    국내석사

  • 학과

    경영학과

  • 지도교수

  • 발행년도

    2014

  • 총페이지

    Ⅴ, 48 p.

  • 키워드

    조직공정성 직무성과 분배공정성 절차공정성 정의 보상시스템;

  • 언어

    kor

  • 원문 URL

    http://www.riss.kr/link?id=T13534376&outLink=K  

  • 초록

    Justice was a lot of interest from the ancient society and has been studied by scholars and will be seen as an important concept in the future. justice is expressed in social justice at view of the macro and social approach, and is expressed in the fairness or organizational justice at view of the micro- and psychological approach. Especially in today's global economy, there is no boundary between the state and the companies, and companies are exposed to complex and diverse competition. These companies in unlimited competitive situation are important to survive and increase organization competitiveness as the corporate culture. To maximize profit, the organization should give the welfare to their member and appropriately compensate for member. In this situation, organizational justice concept is big issue that is influencing factors of organizational purpose achievement. The purpose of this study is to analyze and examine the relationship between organizational justice and job performance. In this study, the two types of organizational justice are used; procedural justice and distributive justice. All of questionnaire items in this study were selected from prior studies, and were measured on five point Likert-type scale. Data were collected using a questionnaire survey in 404 Korea manufacturers randomly selected from Korea Exchange. A total of 84 useable questionnaires were received and a response rate is about 21%. PLS method and regression analysis are used for the hypotheses tests. The major results of this study are as follows. First, the mediating effect of distributive justice on relationship between procedural justice and job performance was not exist. Procedural justice directly influences job performance and distributional justice on each side. Second, the mediating effect of procedural justice on relationship between distributive justice and job performance showed that the role of parameters. Distributive justice of direct effects on performance was not significant and only through procedural justice is improved performance. According to the results of the effects on performance, procedural justice affect larger than distributive justice at performance. But aspect of performance improvement can not ignore the distributive justice effects. Although the influence of procedural justice showed higher statistically significant effects, distributive justice also is significant effects. From the results, in order to improve job performance, organization should consider the organizational justice. And this study's significance is that interactive effect between procedural justice and distributive justice is reconfirm. However, this study have limitations due to analyzing small size sample and excluding interactional justice. Further research may be able to test the limitations and develop.


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