A Study on the Effects of Organizational Fairness on Members' Behavior and Attitude

서지정보

· 발행기관 : 사회혁신기업연구원
· 수록지 정보 : 혁신기업연구 / 8권 / 3호 / 207 ~ 233페이지
· 저자명 : 이나림

초록

The basic goal of this study was to effectively manage and utilize human resources within an organization. A human resource management system is used as a tool to manage personnel recruitment, training, compensation, and performance evaluation within an organization. The focus of this study was to examine how the perception of fairness in this system affects the behavior and attitudes of organizational members. The study seeks to understand its antecedents to and its consequences are addressed. The first question is what characteristics of a human resource management (HRM) system determine the levels of perceived distributive and procedural justice. Hypotheses are derived from the two prominent theoretical models, the self-interests model (SIM) and the group value model (GVM). Those factors include neutrality, consistency, accuracy, ethicality, credibility, and reciprocity in the processes of making HRM decisions. All nine factors suggested by the two models are adopted for this study as major determinants of both distributive and procedural justice. The second question of this study is related to the moderating effects of individual differences on the relationship between the SIM and GVM variables and perceived distributive and procedural justice in organizational contexts.
The final research question deals with the consequences of perceived organizational justice, specifically job-related attitudes and organizational climate. Job-related attitudes in this study refer to job satisfaction, job motivation, and organizational climate, i.e., the willingness to make contributions, identification with organization, and intent to stay, In examining the consequence of perceived organizational justice, the study focuses on the interaction effects of procedural and distributive justice on the above nine outcome variables. The results show that both SIM and GVM variables significantly influence distributive and procedural justice. However, hierarchical regression analyses that revealed that the GVM variables exert more influence have been focused on the consequences of perceived distributive justice with regard to outcomes provided by the organization. In conclusion, the perception of fairness in the human resource management system has a positive effect within the organization, and plays a role in improving the participation, cooperation, passion, and loyalty of the members of the organization.

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