조직공정성 인식이 공공기관 구성원의 행동에 미치는 영향(조직시민행동을 중심으로)

조직공정성;분배공정성;절차공정성;상호작용공정성;조직시민행동;비조직시민행동;반생산적 과업행동;Organizational Justice;Distributive Justice;Procedual justice;Interactional justice;Organizational Citizenship Behavior;Counter-productive Work Behavior;352

행정대학원 공기업정책학과 ;

University:서울대학교 대학원

关键词: 조직공정성;    분배공정성;    절차공정성;    상호작용공정성;    조직시민행동;    비조직시민행동;    반생산적 과업행동;    Organizational Justice;    Distributive Justice;    Procedual justice;    Interactional justice;    Organizational Citizenship Behavior;    Counter-productive Work Behavior;    352;   

Others  :  http://s-space.snu.ac.kr/bitstream/10371/130561/1/000000020865.pdf

美国|英语

来源: Seoul National University Open Repository

【 摘 要 】

Today;;s companies are running through adapting themselves to the drastic changes of business environments. Public organizations are required to adapt to the changes, too. In addition to public organizations advancement policy of previous government, the present government is asking the reforms about debt reduction and reckless management. These changes need interdepartmental cooperation and collaboration among members of public organization. However to assign duties about all the works in a public organization are almost impossible. In that sense, attention towards organizational citizenship behavior(OCB) is increasing. OCB is individual behavior that is discretionary, not directly or explicitly recognized by the formal reward system, and in the aggregate promotes the efficient and effective functioning of the organization. And as a opposite concept of OCB, there were studies about Counterproductive Work Behavior(CWB) in the workplace. The academic commnity paid attention to organizational justice(OJ) as a antecedent of OCB and CWB. This study research on the Korea Land and Housing Corporation(LH). The reason for choosing LH is the fact that LH needs organizational justice as a integrated public organization. And LH went through a liquidity crisis after integration and the members of LH are obliged to accomplish more than their role. In the process, OCB must have played a significant role. This study is conducted by surveying 211 employees of LH. The findings of the empirical study are as follows. First, OJ has a positive relationship to OCB, and a negative relationship to CWB. Second, OJ has a positive relationship to both OCB aimed at individuals(OCB-I) and OCB aimed at organization(OCB-O). On the other hand, OJ has a negative relationship to both CWB aimed at individuals(CWB-I) and CWB aimed at organization(CWB-O). Third, procedual justice(PJ) and interactional justice(IJ) has a positive relationship to OCB. But distributive justice(DJ) has no meaningful result to OCB. IJ has a negative relationship to CWB. Fourth, IJ has a most powerful effect on both OCB and CWB. The implications of this study are as follows. First, public organizations have to make a continuous effort to improve OCBs and to minimize CWBs. considering the limitation of public organizations unable to improvement DJ innovatively and characteristics as a integrated company, public organizations have to improve consistently institutional PJ. Second, all the members of public organizations have to do their best to improve IJ to maximize OCB and to minimize CWB. Those efforts will enhance business performance and organizational effectiveness of a integrated company.