공정성 지각이 조직시민행동과 이직의도에 미치는 영향

다국어 초록 (Multilingual Abstract)

Specifically, this study addressed the following research question : (1) perceived organizational justice (2) job satisfaction (3) organizational commitment (4) organizational citizenship behavior (5) turnover intention. In addition, the research asked : (6) what is the impact of perceived organizational justice and organizational citizenship behavior on the objective performance of turnover intention?
The purpose of this study is to find out the relationship between perceived organizational (distributive, procedural, and interactional) justice, job satisfaction, organizational commitment, organizational citizenship behavior(OCB : altruism, conscientiousness, courtesy, civic virtue, sportsmanship), and turnover intention.
To identify these relationships, the secondary data or past studies that were related with organizational justice, job satisfaction, organizational commitment, organizational citizenship behavior and turnover intention were collected and theoretically arranged.
I proposed the theoretical model to explain these relationships among constructs.
I established 8 hypothesis(21 sub-hypothesis) and did the experimental survey of 322 organizational manager samples.
Using the collected data. I did the construct validity and internal consistency by EFA(Exploratory Factor Analysis) and SPSSWIN program. The proposed model was tested by LISREL program.
And the research came to the conclusions as follows:
First, perceived justice had positive effect on the job satisfaction and organizational commitment empirically.
Second, I found the relationship between job satisfaction and organizational commitment was positive, between job satisfaction and OCB, between organizational commitment and OCB.
Third, job satisfaction had not positive effect directly, but indirect effect via organizational commitment was identified in turnover intention by empirical test.
Forth, I found that the organizational commitment, OCB were the significant variables and had the direct effects in turnover intention negatively.
Finally, perceived organizational(distributive, procedural, interactional) justice, job satisfaction, organizational commitment, organizational citizenship behavior and turnover intention was significantly related. And to decrease the turnover intention, varieties of methods and ways would be developed that raise the perceived organizational (distributive, procedural, interactional) justice, job satisfaction, organizational commitment, and organizational citizenship behavior(altruism, conscientiousness, courtesy, civic virtue, and sportsmanship).

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