직무수행과 상사의 동기귀인이 상사의 부하신뢰에 미치는 영향에 관한 연구

윤석화(Seokhwa Yun),박희태(Hee Tae Park),손승연(Seung Yeon Son),이수진(Soo Jin Lee) 한국인사조직학회 2009 인사조직연구 Vol.17 No.3

신뢰에 대한 대부분의 연구는 부하의 상사신뢰에 집중 되어 있었고, 상사의 부하신뢰에 관한 연구는 극히 제한적으로 이루어졌다. 본 연구는 이러한 인식을 바탕으로 상사의 부하신뢰에 대한 이해를 높이고자 수행되었다. 특히, 부하의 직무수행 즉, 과업성과와 조직시민행동(OCB)이 상사의 부하신뢰에 미치는 영향과 상사의 동기귀인의 매개효과를 살펴보았다. 실증 연구결과 첫째, 부하의 과업성과와 OCB 중 개인지향 조직시민행동(OCBI)은 상사의 부하신뢰에 대해 직접효과와 상호작용효과가 모두 있는 것으로 나타났다. 특히, 상호작용효과에서 부하의 과업성과 정도에 따라 부하의 OCBI와 상사의 부하신뢰 관계가 변화되었다. 이는 과업성과가 높을 경우 대체로 상사들은 부하들을 신뢰하는 것으로 나타났지만, 과업성과 가 낮을 경우 부하의 OCBI에 따라 상사의 부하신뢰는 강한 정(+)의 관계로 나타났다. 그러나 OCB 중 조직지향 조직시민행동(OCBO)의 경우 직접효과 및 과업성과와의 상호작용효과가 검증되지 않았다. 둘째, 상사의 동기귀인의 매개효과의 경우는 상사가 인식한 부하의 이타적 동기는 부하의 OCBI가 상사의 부하신뢰에 미치는 관계에서만 완전 매개하는 것으로 나타났다. 이러한 실증 분석결과를 바탕으로 본 연구의 시사점, 한계 및 향후 연구방향을 제시하였다. Trust has been one of major research areas in the field of organizational behavior. Much of research on trust in organization has focused on subordinate’s trust in supervisors. However, not enough attention has been paid to the supervisor’s trust in subordinates, especially antecedents of supervisor’s trust in subordinate. Recognizing this issue, we intend to extend our understanding of trust in an organization by exploring the antecedents of supervisor’s trust in subordinate. This research has three main purposes. First, we intended to identify the antecedents of supervisor’s trust in subordinate. We suggested that both subordinate’s task performances and organizational citizenship behaviors (OCBs) have positive effects on supervisor’s trust in subordinate. Second, we argued that task performance moderates the positive effect of OCBs on supervisor’s trust in subordinate, in addition to the main effects suggested above. Third, we investigated the mediating effect of supervisor’s attribution on the relationship between subordinate’s OCBs and supervisor’s trust. Thus, we developed the following hypotheses: H1:Subordinate’s task performance is positively related to supervisor’s trust in subordinate. H2:Subordinate’s organizational citizenship behaviors are positively related to supervisor’s trust in subordinate. H3:Subordinate’s task performance moderates the relationships between subordinate’s organizational citizenship behaviors and supervisor’s trust in subordinate such that the relationship between organizational citizenship behaviors and supervisor’s trust is stronger when task performance is low. H4:Supervisor’s attribution of subordinate’s altruistic motive mediates the relationships between subordinate’s organizational citizenship behaviors and supervisor’s trust in subordinate. In order to test our hypotheses, we distributed questionnaires to supervisors working in northeastern area in USA.

축열 및 방열에 따른 지중계간 축열시스템의 해석적 연구

김단은(Daneun Kim),황석화(Seokhwa Hwang),허재혁(Jaehyeok Heo),윤석만(Seokmann Yoon),윤린(Rin Yun) 대한설비공학회 2019 대한설비공학회 학술발표대회논문집 Vol.2019 No.11

본 연구에서는 TRNSYS를 활용해 킨텍스에 적용 예정인 태양열 및 지중 계간축열 건물 냉난방 시스템을 모델링 하였다. 지중축열 운전 시 지중축열조 온도변화와 지중축열조의 전달되는 열에너지를 해석하였고, 방열시 히트펌프 용량변화에 따른 지중축열조의 온도변화를 고찰하였다. 지중축열조 보어홀의 개수 및 보어홀의 깊이와 간격은 각각 90개, 43.6m, 2.5m이고, 히트펌프의 용량은 160 ㎾에서 740 ㎾까지 네 단계로 변경하였다. 축열기간은 1월부터 9월 동안이고, 방열기간인 10월부터 다음 해 2월까지이다. 히트펌프 용량이 증가할수록 지중 축열조의 평균온도는 급격하게 감소하는 경향을 나타냈다. 히트펌프의 용량이 160 ㎾인 경우 방열 운전의 최종 2월 말 지중축열조의 평균온도는 29.38℃, 태양축열조의 평균온도는 28.33℃로 다른 세 개의 히트펌프 용량의 평균 지중온도 중 가장 높은 온도를 나타냈다. 히트펌프용량이 740 ㎾인 경우 지중축열조 온도는 14.52℃로 20℃ 이하로 낮아지는 결과를 보인다.

Abusive Supervision and Knowledge Sharing : The Moderating Effect of Organization Support

Seckyoung Loretta Kim,Myungsun Kim,SooJin Lee,Seokhwa Yun 한국인사ㆍ조직학회 2012 한국인사ㆍ조직학회 발표논문집 Vol.2012 No.1

Despite the importance of abusive supervision and knowledge sharing issues in competitive environments, no studies examined how abusive supervision negatively influences employee knowledge sharing behaviors. Drawing on insights from Social exchange theory and Conservation of resource theory, this study extended the understanding how abusive supervision negatively affects knowledge sharing. Further, the moderating effect of support from organization (POS) between abusive supervision and knowledge sharing was investigated. The result shows that there is negative consequence of abusive supervision on knowledge sharing and POS is an effective way to alleviate the negative effects of abusive supervision on knowledge sharing. Therefore, organization should put more effort to prevent abusive supervision and find a way to reduce the negative effects of abusive supervision since abused employees tend to hoard their valuable knowledge which may be harmful to achieve organization effectiveness.

자기희생적 리더십과 상사지향 조직시민행동

손승연(Seung Yeon Son),윤석화(Seokhwa Yun),최연(Yeon Choi) 한국경영학회 2015 經營學硏究 Vol.44 No.4

Abusive Supervision and Knowledge Sharing : The Moderating Effect of Organization Support

Seckyoung Loretta Kim,Myungsun Kim,SooJin Lee,Seokhwa Yun 한국인사관리학회 2012 한국인사관리학회 학술대회 발표논문집 Vol.2012 No.12

Despite the importance of abusive supervision and knowledge sharing issues in competitive environments, no studies examined how abusive supervision negatively influences employee knowledge sharing behaviors. Drawing on insights from Social exchange theory and Conservation of resource theory, this study extended the understanding how abusive supervision negatively affects knowledge sharing. Further, the moderating effect of support from organization (POS) between abusive supervision and knowledge sharing was investigated. The result shows that there is negative consequence of abusive supervision on knowledge sharing and POS is an effective way to alleviate the negative effects of abusive supervision on knowledge sharing. Therefore, organization should put more effort to prevent abusive supervision and find a way to reduce the negative effects of abusive supervision since abused employees tend to hoard their valuable knowledge which may be harmful to achieve organization effectiveness.

개인-환경(조직, 상사, 동료) 적합성이 조직시민행동 및 개인성과에 미치는 영향과 공정성의 매개효과 검증

성지영(Jee Young Seong),박원우(Won-Woo Park),윤석화(Seokhwa Yun) 한국인사ㆍ조직학회 2008 인사조직연구 Vol.16 No.2

본 연구의 목적은 인지된 개인-환경 적합성이 조직시민행동과 개인성과에 미치는 영향을 알아보기 위한 것이다. 먼저 적합성은 대상에 따라 개인-조직 적합성, 개인-상사 적합성, 개인-동료 적합성의 세 가지 유형으로 구분하고, 각 유형별로 조직시민행동 및 성과와의 관계를 비교분석하였다. 다음으로 ASA이론(Attraction-Selection-Attrition theory), 유사성-매력이론(similarity-attraction theory), 사회정체성이론(social identity theory) 및 사회교환이론(social exchange theory)을 바탕으로 적합성과 조직시민행동, 그리고 적합성과 성과와의 관계에 미치는 공정성 지각의 매개효과를 검증하였다. 실증연구 결과, 개인-조직 적합성, 개인-상사 적합성, 개인-동료 적합성이 조직시민행동에 미치는 영향은 모두 정(+)의 관계를 보여주었다. 적합성과 성과와의 관계에 있어서는 개인-상사 적합성만이 통계적으로 유의한 정(+)의 관계를 나타냈다. 공정성 지각의 매개효과는 적합성 중 개인-상사 적합성과 조직시민행동 간의 관계에서만 나타났다. 이로써 적합성은 조직시민행동이나 성과에 직접적인 영향을 미치기도 하지만, 공정성 지각을 통해 간접적으로도 영향을 미침을 알 수 있다. 본 연구는 적합성을 대상에 따라 세 가지 유형으로 이론에 근거하여 분류하고 실증적 검증을 동시에 실시하였다는 의의를 가지고 있다. 이러한 세 가지 유형의 적합성은 서로 다른 결과변수를 예측하였으며 개인의 태도변수가 아닌 행위적 성과로서 조직시민행동과 상사가 평가하는 성과와의 관계를 고찰하였다는 점에서 기존 연구를 확장하였다. 또한, 적합성이 개인의 결과변수에 미치는 영향관계에 있어 공정성의 매개효과를 설정하였으며 이중 개인-상사 적합성과 조직시민행동과의 관계가 유의하였음을 알아냈다. 비록 모든 결과변수와 유의하지는 않았지만 이전부터 제기되어온 적합성과 개인수준 결과변수 간의 관계에 있어서 매개변수의 개입 가능성을 예측할 수 있다는 의의를 가지고 있다. There has been a large body of literature on the issue of person-environment (P-E) fit. To date, the majority of studies about P-E fit have focused on the effect of P-E fit on various work outcomes (e.g., Kristof, 1996; Kristof-Brown et al., 2005). Research on P-E fit generally supports the idea that a high level of P-E fit is related to a number of positive individual and organizational outcomes. P-E fit theory, by and large, states that workers who feel fitted to the organization will show higher level individual outcomes such as higher job satisfaction and organizational commitment because they share values, personality or goals with others (Bretz & Judge, 1994; O"Reilly, Chatman, & Caldwell, 1991). In social-psychological theories, similarity between people is predicted to lead to attraction (Byrne, 1971). The theories on attitudinal similarity explain why fit is posited to relate to favorable attitudes. That is, people find it more desirable to interact with others who have similar psychological attributes in that the interaction reinforces their own beliefs, behaviors and affect (e.g., Swan, Stein-Seroussi, & Giesler, 1992). Although prolific studies have been conducted to explore the effects of fit on the attitudes and behavior of employees, much of these studies have focused on only one or a few types of fit. But it should be noted that different types of fit tend to be related to job satisfaction, organizational commitment and intent to quit to a varying degree (e.g., Lauver & Kristof-Brown, 2001). For example, the environment in P-E fit has been typically focused on organization, supervisor, group and so on. However, researchers (e.g., Salancik & Pfeffer, 1978; Scott & Bruce, 1994) have paid attention to the role of coworkers as well as supervisors as the social environment that influences workers’ attitudes and behaviors since the workers spend more time and interact more frequently with their coworkers than with their supervisors. The coworkers are likely to be supportive when individual workers face difficulties with the supervisors. Therefore, the person-coworker fit (P-C fit) appears to be very important in shaping the worker’s perception and behaviors at work. In this vein, more research is needed to explore the varying relationships between a broader set of fit indices and the employee’s attitudes and behavior. Thus, the present study is designed to overcome this limitation by examining and extending relationships between multiple types of fit and employee attitudes. The purpose of this article is threefold: First, this study specifically focuses on the relationship between subordinates’, supervisors’, coworkers’ fit in terms of values, personality, goals and work-related outcomes. Going beyond organizational orientation, fit could be directed toward a variety of foci such as supervisors, co-workers, and work team or groups. A second and related issue pertains to the notion the relationship between fit and the organizational citizenship behavior (OCB) and performance ratings. The great interest in OCB appears to stem largely from the belief that these behaviors enhance organizational effectiveness (Podsakoff & MacKenzie, 1997), although comparatively little empirical research has been done to substantiate this belief. For example, little research has been conducted to substantiate its predictors such as the various types of fit. Thus, the second aim of this study is to address this question: Can P-O fit, P-S fit, P-C fit affects OCB and performance ratings? To address this question, we tested the effects of P-O fit, P-S fit, P-C fit on the relationship between OCB and performance ratings. Third, we clarify the mediating role of organizational justice in the relationship between perceived fit and OCB/performance ratings. On the basis of attraction-selection-attrition (ASA) theory, social exch

상사의 지식공유가 구성원의 시민행동에 미치는 영향

최우희(Woohee Choi),김석영(Seckyung Loretta Kim),윤석화(Seokhwa Yun) 대한리더십학회 2016 리더십연구 Vol.7 No.2

급변하는 경쟁 사회에서 직무 외적으로 조직효과성에 중요한 기여를 하는 조직 시민행동에 대한 중요성이 부각되고 있다. 이와 관련하여 많은 선행연구들에 의해 조직시민행동의 주요 선행요인이 밝혀졌지만, 특히 상사의 행동, 리더십은 구성원 개인과 조직에 다양하게 영향을 미치는 것으로 밝혀졌으며, 최근까지도 활발하게 연구 되고 있는 분야이다. 이러한 맥락에서 본 연구는 구성원에 대한 상사의 다양한 지원 행동 중에서 좀 더 구체적이고 명확한 지원 행동의 효과를 연구하기 위해 상사의 지식공유가 구성원의 시민행동에 미치는 영향을 실증하고자 하였다. 구체적으로 본 연구의 목적은 다음과 같다. 첫째, 본 논문은 Blau(1964)의 사회 교환 이론에 의거하여 상사의 지식공유가 구성원의 시민행동에 미치는 영향을 밝히고자 한다. 둘째, 본 연 구에서는 상사의 지식공유와 구성원의 시민행동 간의 관계에서 심리적 계약 이행이 미치는 매개효과를 검증하고자 한다. 셋째, 교환 관계의 측면에서 개인의 특성이 조절효과를 가질 것으로 예측하고, 구체적으로 구성원의 교환 이데올로기가 상사의 지식공유와 구성원의 시민행동 간의 관계를 어떻게 조절하는지 실증적으로 검증하고자 한다. 마지막으로, 구성원의 교환 이데올로기는 상사의 지식공유와 구성원의 시민행동 관계에서 심리적 계약 이행의 매개역할을 조절하는 것으로 나타나 매개된 조절모형의 통합적 모델을 검증하고자 한다. 결론적으로, 본 연구는 상사의 지식공유, 구성원의 교환 이데올로기, 심리적 계약 이행, 시민행동 간의 관계를 종합적으로 실증함으로써 이들 연구분야에 이론적으로 그리고 실무적으로 많은 지침과 시사점을 제공하고자 하였다. Given the significance of discretionary behaviors of employees in today’s hypercompetitive business environment, this research illustrates the influence of supervisors upon employee organizational citizenship behavior. Among different kinds of supervisory behaviors, we particularly examine the effect of a specific form of supervisor support, supervisor knowledge sharing behavior on citizenship behaviors of employees. Based on social exchange theory, we suggest a theoretical model investigating a mechanism through which supervisors influence employees' citizenship behaviors as mediated by psychological contract fulfillment. Moreover, we also propose that an individual’s characteristic may determine the extent in which they perceive exchange relationships when supervisors share their knowledge with their employees. We argue that exchange ideology would be a tool to enhance or weaken the effect of supervisors’ knowledge sharing behaviors on employee organizational citizenship behavior. Most importantly, our findings enrich our understanding by completing a picture of a moderated-mediation model between supervisor knowledge sharing and employee citizenship behaviors. The mediated relationship between supervisor knowledge sharing and organizational citizenship behavior by psychological contract fulfillment is contingent on the level of an employee’s exchange ideology. Theoretical and practical implications are discussed.

팀 내 개인간 인구통계학적 비유사성과 개인성과의 관계에 관한 연구 : 비선형효과를 중심으로

성지영(Jee Young Seong)박원우(Won-Woo Park)윤석화(Seokhwa Yun) 한국인사ㆍ조직학회 2008 인사조직연구 Vol.16 No.4

본 연구의 목적은 팀 내 개인이 다른 사람과 차이나는 정도 즉, 개인간 인구통계학적 비유사성(demographic dissimilarity) 혹은 관계적 인구통계(relational demography)가 개인의 성과에 미치는 영향을 알아보기 위한 것이다. 자기범주화 관점(self-categorization perspective)과 유사성/매력 관점(similarity/attraction perspective) 및 정보/의사결정관점(information/decision-making perspective)을 바탕으로, 인구통계학적 특성 중 연령, 성별, 직급, 그리고 근속년수의 네 가지 측면에서 팀 내 구성원들 간의 관계적 인구통계를 분석하였고, 이들과 성과와의 관계를 비교분석하였다. 분석결과, 성별 비유사성 및 근속년수 비유사성과 개인성과 간의 관계는 약한 역 U자형 형태, 비선형관계를 보이는 것으로 나타났다. 이는 최근 다양성(diversity) 연구에서 성과와의 비선형관계를 제시하는 연구들과 일치되는 결과이다. 이로써 개인성과에 긍정적인 영향을 주는 적정 수준의 다양성 또는 비유사성이 존재한다는 사실을 알 수 있으며, 이는 성과관리의 책임을 지고 있는 관리자들에게도 중요한 시사점을 제시한다. Organizations are increasingly adopting work group arrangements such as cross-functional project teams that incorporate differences in functional or educational background (van Knippenberg & Schippers, 2007). Diversity is also introduced into work groups by mergers, acquisitions and joint ventures. As a result, managing diversity forms a major challenge for organizations. In this context, considerable research has focused on the distribution of demographic characteristics within work groups, and the consequences that arise (e.g., Chatman et al., 1998). Although diversity is a group characteristic, there is a stream of research on what is called relational demography (Chattopadgyay et al., 2004; Tsui & O’Reilly, 1989), which focuses on the effects of individuals’ similarity to their work group (e.g., Chatman & Flynn, 2001; Chattopadhyay, 1999) or to their leader (e.g., Tsui et al., 2002) as predictors of individual outcomes (van Knippenberg & Schippers, 2007). A recent development in this research is based largely on two related theories: what has been termed social identity theory (Tajfel & Turner, 1986) and self-categorization theory (Turner, 1987). The key questions in diversity or relational demography research are how similarities or differences between work group members affect individual outcomes or group processes and performance (e.g., van Knippenberg & Schippers, 2007). In this vein, our study explores how the relational demography in work teams can affect individual performance. In contrast to the social categorization perspective, the information/decision-making perspective emphasizes the positive effects of work group diversity. To integrate these opposing perspectives, van Knippenberg et al.(2001) propose the Categorization-Elaboration Model (CEM). This model posits that social category diversity may have a positive effect on task performance, because idea that the effects of relational demography might be curvilinear. The potentially positive effects of the relational demography on individual performance may only apply at a certain level, beyond which the lack of a common frame of reference may obstruct or prevent a full appreciation of all group members’ contributions. Thus, the following hypotheses were made: H1 : Demographic dissimilarity (Relational demography in work group) will have an inverted U-shaped curvilinear relationship to individual performance. H1a : Age dissimilarity will have an inverted U-shaped curvilinear relationship to individual performance. H1b : Gender dissimilarity will have an inverted U-shaped curvilinear relationship to individual performance. H1c : Rank (hierarchical status) dissimilarity will have an inverted U-shaped curvilinear relationship to individual performance. H1d : Tenure dissimilarity will have an inverted U-shaped curvilinear relationship to individual performance. We collected data from a private-sector firm. Participants comprised 130 employees from an electronic company located in Seoul. Relational demography and performance data were collected from the personnel records and documents of the company. We used performance appraisal ratings from supervisors and executives. The results of this study indicate that demographic dissimilarity (relational demography in work group) will have an inverted U-shaped curvilinear relationship to individual performance. The results provided support for Hypothesis 1b and Hypothesis 1d. However, the results did not support Hypothesis 1a and Hypothesis 1c. As noted above, the current study explored the curvilinear effects of relational demography on individual performance. The lack of significant curvilinear effects for age and rank dissimilarity might be explained by the organizational context in which these relational differences are embedded. The workforce at this firm had a high proportion of men (85%). Previous research has shown that the salience of demographic attributes as social categori

SARS-CoV-2 mRNA Vaccine Elicits Sustained T Cell Responses Against the Omicron Variant in Adolescents

Sujin Choi,Sang-Hoon Kim,Mi Seon Han,Yoonsun Yoon,Yun-Kyung Kim,Hye-Kyung Cho,Ki Wook Yun,Seung Ha Song,Bin Ahn,Ye Kyung Kim,Sung Hwan Choi,Young June Choe,Heeji Lim,Eun Bee Choi,Kwangwook Kim,Seokhwa 대한면역학회 2023 Immune Network Vol.23 No.4

Vaccination against severe acute respiratory syndrome coronavirus 2 (SARS-CoV-2) has been acknowledged as an effective mean of preventing infection and hospitalization. However, the emergence of highly transmissible SARS-CoV-2 variants of concern (VOCs) has led to substantial increase in infections among children and adolescents. Vaccineinduced immunity and longevity have not been well defined in this population. Therefore, we aimed to analyze humoral and cellular immune responses against ancestral and SARSCoV- 2 variants after two shots of the BNT162b2 vaccine in healthy adolescents. Although vaccination induced a robust increase of spike-specific binding Abs and neutralizing Abs against the ancestral and SARS-CoV-2 variants, the neutralizing activity against the Omicron variant was significantly low. On the contrary, vaccine-induced memory CD4+ T cells exhibited substantial responses against both ancestral and Omicron spike proteins. Notably, CD4+ T cell responses against both ancestral and Omicron strains were preserved at 3 months after two shots of the BNT162b2 vaccine without waning. Polyfunctionality of vaccine-induced memory T cells was also preserved in response to Omicron spike protein. The present findings characterize the protective immunity of vaccination for adolescents in the era of continuous emergence of variants/subvariants.

상호작용 공정성과 과업성과

손승연(Seung Yeon Son),박희태(Heetae Park),윤석화(Seokhwa Yun) 한국인사조직학회 2013 인사조직연구 Vol.21 No.3

본 연구는 구성원이 사회적 맥락 속에서 대인관계, 특히 상사의 태도 및 행동에 적지 않은 영향을 받음에도 불구하고, 분배 및 절차 공정성에 비해 상대적으로 연구관심이 제한적이었던 상호작용 공정성에 초점을 두고 조직 효과성의 핵심인 구성원의 과업성과와의 관계를 살펴보고자 하였다. 아울러 선행연구들의 공헌에도 불구하고 아직까지 미지의 영역으로 남아있는 상호작용 공정성과 구성원의 과업성과 간에 내재된 메커니즘의 일부를 밝히고자 하였다. 총 255쌍의 상사-구성원 자료를 토대로 회귀분석을 실시한 결과, 분배 및 절차 공정성을 통제한 상태에서, 구성원이 측정한 상사의 상호작용 공정성은 상사가 측정한 구성원의 과업성과와 유의한 정적 관계를 가지는 것으로 나타났다. 아울러 상사의 상호작용 공정성은 리더인정 및 심리적 계약 이행을 통해 구성원의 과업성과를 증진시킨다는 것을 알 수 있었다. 본 연구는 상대적으로 연구관심이 저조하였던 상호작용 공정성에 초점을 두고 과업성과와의 관계를 확인하였다는 것과, 상호작용 공정성이 리더다운 리더로 인식되는 효과적인 방법이자, 상사 개인의 문제뿐 아니라 조직에 대한 평가 및 인식에도 영향을 미칠 수 있는 중요한 요인이라는 것을 보여주었다는 시사점이 있다. 아울러 본 연구의 한계 및 향후 연구방향에 대해 논의하였다. Researchers studying the concept of justice in the workplace have linked fair treatment to a number of beneficial employee attitudes and behaviors. Some of those studies have focused on distributive justice, which reflects the perceived fairness of decision outcomes. Other studies have concentrated on procedural justice which is the perceived fairness of the decision-making processes. Still other researchers have focused on interactional justice, which means the quality of the interpersonal treatment people receive when procedures are implemented. When compared to distributive justice and procedural justice, interactional justice has “day-in day-out” significance that the other justice dimensions may not possess. That is, whereas the concepts of distributive and procedural justice are somewhat bounded as relatively infrequent types of exchanges, interactional justice can be judged in virtually any encounter between supervisors and subordinates. Therefore, employee’s reactions, such as task performance, are expected to be more directly influenced by interactional justice. Despite the theoretical implication and practical importance of interactional justice in organizational settings, scholars have devoted relatively little attention to the interactional justice-task performance relationship. In addition, the existing organizational research on interactional justice and task performance, mostly conducted in the West, has showed relatively mixed results, with some studies demonstrating a significant relationship and others failing to support the linkage. One possible interpretation of the unclear relationship is that from a cultural standpoint, westerners concentrate more on the rules and procedures of the organization (Cohen-Charash & Spector, 2001), and so are less sensitive to supervisor-related justice. In contrast, Asians emphasize interpersonal relationships, respect for authority, and dependence on superiors (Tripathi, 1990), and are, therefore, more sensitive to interactional justice. In other words, a study of the relationship between interactional justice and task performance in an Asian context could yield informative results to both add to and explain the body of existing literature. In particular, researchers still do not adequately understand the mechanisms through which interactional justice affects an employee’s task performance due to the mixed results found in the existing literature. According to leadership and psychological contract literature, leader endorsement and psychological contract fulfillment play a mediating role in the relationship between interactional justice and task performance. Based on that premise, for this study we developed and empirically tested the following hypotheses: H1: Interactional justice is positively related to task performance. H2: Leader endorsement mediates the relationship between interactional justice and task performance. H3: Psychological contract fulfillment mediates the relationship between interactional justice and task performance. Separate employee and supervisor surveys were conducted on 360 employee-supervisor dyads from several Korean organizations in Seoul and the Chungcheong area. Employee surveys assessed organizational justice, leader endorsement, and psychological contract fulfillment, while supervisor surveys evaluated task performance. In the employee sample, 74% were men and the average age was 34.7 years (SD = 5.9). Around 51% of the respondents had at least a bachelor’s degree and their average tenure was 6.5 years (SD = 5.3). In the supervisor sample, 93% were men and the average age was 44.3 years (SD = 5.5). Approximately 53% of the respondents had at least a bachelor’s degree and their average tenure was 12.4 years (SD = 7.3). In the data analysis, several demographic variables were controlled for in order to rule out alternative explanations for the findings, and distributive justice and procedural justice were used as contro