중소기업의 조직공정성과 조직유효성 관계에 관한 연구

Abstract

Purpose This study examined relationships between organizational justice and organizational effectiveness and tested the effectiveness of moderating by personalism-collectivism. Design/Methodology/Approach Questionnaires were been gathered 450 from employees of five province area in Korea, and only 316 valid copies were used and statistically processed with the statistical program SPSS WIN 22.0 package. Findings The major empirical results are as follows: First, for distribution, the interaction of organizational justice had positive impact on emotional commitments. Second, the relation between organizational justice and job satisfaction showed that distributive justice, and precedent justice had positive impact on job satisfaction. Third, the effectiveness of moderating via individualism-collectivism between organizational justice and organizational effectiveness was tested by multiple regression. The results moderated the negative relationship between interactional justice and emotional commitment by individualism-collectivism. Research Implications The implications of the finding as well as the limitations of this study are now discussed. This study has limitations in the empirical analysis despite the strong suggestion of the organizational justice for increased productivity and sustainable management. In addition, the targets of the questionnaires were well varied.