조직공정성이 다중초점 변인들에 미치는 차별적 영향과 지원인식 및 정치지각의 매개효과

Abstract

The concept of organizational justice has been continuously studied by many researchers. In the previous studies, organizational justice has been carried out distributive justice, procedural justice, and interactional justice, and has been well predicted productive employee attitude and behaviors in organizational area. In addition, a variety of studies on organizational justice were applied with many sorts of theories; self-interest theory, group value model, attribution theory, referent cognitive theory, and equity theory, and instrumental model. Thus, the organizational justice still required a new theory for effectively account for it, one of alternative is target similarity theory. It explains the different relations between target-foci objects, the previous theory is unable to explain the inconsistent results on multi-dimensional approach of organizational justice. The casuality of organizational justice to organizational supports is good example. Furthermore, target similarity theory has been studied in the positive mechanism such as productive behaviors and organizational commitment. Thus, there was no trial to prove negative mechanism whether the mechanism is operated or not. Accordingly, the current study is designed to examine multi-foci approach and target similarity theory to multi-foci perceived supports, citizenship behavior, perceived politics, and silent behavior. The research model is classified two parts as belows. First, it is the model to demonstrate the productive mechanism by organizational justice to perceived supports and citizenship behavior. Second, it is the model to demonstrate the counter productive mechanism by organizational justice to perceived politics and silent behavior.

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The data which was applied to analysis collected from 459 employee's who have worked for private owned companies and government owned companies. The questionnaire was designed to measure self-report style, but self-report measurement is linked with bringing about common method bias. Accordingly, to minimize common method bias, the questionnaire is composed of both parts. Part 1 measured organizational justice, perceive supports, and citizenship behavior, and part 2 was assessed perceived politics and silent behavior with time interval of a week. The analysis was conducted with SPSS and AMOS program. Amos program was proved the validation of scales, SPSS program was utilized to analyze relative effects with the way on which Fielde et al.(2002) suggested to demonstrate relative effects by comparison of R2. In the end, mediation was demonstrated with the procedure suggested by Baron and Kenny(1986). This researcher conducted to prove 6 hypotheses comprehensively. First, organizational justice(distributive, procedural, interactive) will have positively relative effects to perceived supports(organizational, supervisor, coworker). Second, perceived supports(organizational, supervisor, coworker) will have positively relative effects to citizenship behavior(organizational, supervisor, coworker). Third, perceived supports(organizational, supervisor, coworker) will mediate the relationships between organizational justice(distributive, procedural, interactive) and citizenship behavior(organizational, supervisor, coworker) in the multi-foci perspectives. Fourth, organizational justice(distributive, procedural, interactive) will have positively relative effects to perceived politics(organizational, supervisor, coworker). Fifth, perceived politics(organizational, supervisor, coworker) will have positively relative effects to silent behavior(organizational, supervisor, coworker). Sixth, perceived politics(organizational, supervisor, coworker) will mediate the relationships between organizational justice(distributive, procedural, interactive) and silent behavior(organizational, supervisor, coworker) in the multi-foci perspectives. The results are as follows. First, the relative effects of organizational justice(distributive, procedural, interactive) to perceived supports(organizational, supervisor, coworker) were partially supported in cases of procedural justice→organizational perceived supports, and interactive justice→supervisor perceived support. Second, the relative effects of perceived supports(organizational, supervisor, coworker) were partially supported in cases of supervisor perceived support→supervisor citizenship behavior and coworker perceived support→coworker citizenship behavior. Third, mediation by perceived supports(organizational, supervisor, coworker) will mediated the relationships between organizational justice(distributive, procedural, interactive) and citizenship behavior(organizational, supervisor, coworker) in the multi-foci approach. Fourth, the relative effects of organizational justice(distributive, procedural, interactive) were partially supported in cases of procedural justice→organizational perceived politics, and interactive justice→supervisor perceived politics. Fifth, the relative effects of perceived politics(organizational, supervisor, coworker) were partially supported in cases of organizational perceived politics→organizational silent behavior. Sixth, mediation by perceived politics(organizational, supervisor, coworker) partially mediated in the relationships between interactional justice and silent behavior toward supervisor in the multi-foci approach. The implications of this study are as follows in academy and in practice. First, the perspective of target similarity theory in organizational justice model was demonstrated empirically, this results contribute to expand the research area of organizational justice. Second, multi-foci impacts was verified. Multi-foci perceived supports relatively affects to multi-foci citizenship behavior, Multi-foci perceived politics partially and relatively affects to multi-foci silent behavior. Such the results of which the casuality of perceived supports and politics has different impacts to citizenship behavior and to silent behavior account for why perceived supports and politics are inconsistent research results.