The Relationship between Organizational Justice and Career Satisfaction : A Korean Public Sector Study

국문 초록 (Abstract)

이 연구의 목적은 한국 공공부문 근로자들을 대상으로 조직공정성과 경력만족의 관계를 고찰하는 것이다. 6개의 한국 공공기관에서 총 279명의 근로자가 이 연구에 참여하였다. 조직공정성의 3가지 하위차원이 경력만족에 미치는 영향을 알아보기 위해, 위계적 회귀분석이 실시되었다. 분배공정성과 절차공정성이 유의미한 것으로 드러난 데 반해서, 상호작용공정성은 유의미하지 않은 것으로 밝혀졌다. 표준화된 상관계수의 관점에서 볼 때, 절차공정성이 분배공정성보다 경력만족의 분산을 더 많이 설명하는 것으로 나타났다. 이 연구를 통해 밝혀진 내용들은 선행 연구들과의 비교를 통해 자세하게 논의되었다. 이 연구의 주요한 이론적 시사점은 조직공정성과 경력개발 연구의 통합을 위해, 조직공정성의 3가지 하위차원을 경력만족의 선행변수로서 한 연구내에서 고찰했다는데 있다. 인적자원 실무자들이 조직 내에서 근로자들의 경력만족을 증진시키기 위해서는, 공정한 의사결정 과정을 촉진시키고 다양한 경력개발 기회를 제공해야 할 것이다.

다국어 초록 (Multilingual Abstract)

The purpose of this study was to explore the relationship between organizational justice and career satisfaction of employees in the public sector of South Korea. A total of 279 employees in six public organizations in South Korea participated in this research. A hierarchical multiple regression was tested to identify the impact of three dimensions of organizational justice on career satisfaction. While distributive justice and procedural justice were found to be significant, interactional justice was found to be non-significant. In terms of standardized coefficients, procedural justice accounted for the variance in career satisfaction more than distributive justice did. The findings of this study were discussed in detail, comparing them with previous research. The primary theoretical implication of this study lies in investigating three dimensions of organizational justice as the antecedents of career satisfaction within a study in order to integrate organizational justice and career development research. Human resource practitioners should facilitate fair decision-making processes and provide various career development opportunities to improve employees’ career satisfaction in the organization.

목차 (Table of Contents)

• Ⅰ. Introduction and Purpose of the Study
• Ⅱ. Theoretical Framework and Hypotheses
• Ⅲ. Research Method
• Ⅳ. Results and Discussion
• Ⅴ. Implications for Research and Practice
• Ⅵ. Limitations and Future Research
• References

참고문헌 (Reference)

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