지원사업
학술연구/단체지원/교육 등 연구자 활동을 지속하도록 DBpia가 지원하고 있어요.
커뮤니티
연구자들이 자신의 연구와 전문성을 널리 알리고, 새로운 협력의 기회를 만들 수 있는 네트워킹 공간이에요.
논문 기본 정보
- 자료유형
- 학술저널
- 저자정보
- 발행연도
- 2018.5
- 수록면
- 37 - 43 (7page)
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초록· 키워드
오류제보하기
Background: Many studies show that organizational justice (OJ) is related to psychological determinants of employee health. To prevent health problems related to OJ in Korean workplaces and to accurately measure OJ, we developed the Korean version of the Organizational Justice Questionnaire (K-OJQ) and assessed its validity and reliability.
Methods: A questionnaire draft of the K-OJQ was developed using back-translation methods, which was preliminary tested by 32 employees in Korea. Feedback was received and the K-OJQ was finalized. This study used data from 303 workers (172 males, 131 females) in Korea using the K-OJQ, job stress, and lifestyle questionnaires.
Results: Cronbach’s α coefficients of the internal consistency reliability was 0.92 for procedural justice and 0.94 for interactional justice. Factor analyses using SPSS 24 and Amos 23 extracted two expected factors, named procedural justice (7 items; range, 1.0-5.0) and interactional justice (6 items; range, 1.0-5.0) and showed a reliable fit (χ² = 182; p = .000; GFI = .912; AGFI = .877; CFI = .965; RMSEA = .077). Furthermore, higher procedural justice and interactional justice levels were correlated with lower job demand (- 0.33; - 0.36), insufficient job control (- 0.36; - 0.41), interpersonal conflict (- 0.45; - 0.51), job insecurity (- 0.33; - 0.34), organizational system (- 0.64; - 0.64), and lack of reward (- 0.55; - 0.63).
Conclusions: The K-OJQ was objectively validated through statistical methods.
Methods: A questionnaire draft of the K-OJQ was developed using back-translation methods, which was preliminary tested by 32 employees in Korea. Feedback was received and the K-OJQ was finalized. This study used data from 303 workers (172 males, 131 females) in Korea using the K-OJQ, job stress, and lifestyle questionnaires.
Results: Cronbach’s α coefficients of the internal consistency reliability was 0.92 for procedural justice and 0.94 for interactional justice. Factor analyses using SPSS 24 and Amos 23 extracted two expected factors, named procedural justice (7 items; range, 1.0-5.0) and interactional justice (6 items; range, 1.0-5.0) and showed a reliable fit (χ² = 182; p = .000; GFI = .912; AGFI = .877; CFI = .965; RMSEA = .077). Furthermore, higher procedural justice and interactional justice levels were correlated with lower job demand (- 0.33; - 0.36), insufficient job control (- 0.36; - 0.41), interpersonal conflict (- 0.45; - 0.51), job insecurity (- 0.33; - 0.34), organizational system (- 0.64; - 0.64), and lack of reward (- 0.55; - 0.63).
Conclusions: The K-OJQ was objectively validated through statistical methods.
목차
Abstract
Background
Methods
Results
Discussion
Conclusion
References
참고문헌 (39)
참고문헌 신청
Moorman RH / 1991 / Relationship between organizational justice and organizational citizenship behaviors: do fairness perception influence employee citizenship / J Appl Psychol 76(6):845~855
Elovainio M / 2006 / Organizational injustice and impaired cardiovascular regulation among female employees / Occup Environ Med 63:141~144
Cohen-Charash Y / 2001 / The role of justice in organizations : a metaanalysis / Organ Behav Hum Decis Process 86(2):278~321
Fassina NE / 2008 / Meta-analytic tests of relationships between organizational justice and citizenship behavior : testing agentsystem and shared-variance models / J Organ Behav 29:805~828
Shaw JC / 2003 / To justify or excuse? A meta-analytic review of the effects of explanation / J Appl Psychol 88(3):444~458
Elovainio M / 2006 / Organizational injustice and impaired cardiovascular regulation among female employees / Occup Environ Med 63:141~144
Cohen-Charash Y / 2001 / The role of justice in organizations : a metaanalysis / Organ Behav Hum Decis Process 86(2):278~321
Fassina NE / 2008 / Meta-analytic tests of relationships between organizational justice and citizenship behavior : testing agentsystem and shared-variance models / J Organ Behav 29:805~828
Shaw JC / 2003 / To justify or excuse? A meta-analytic review of the effects of explanation / J Appl Psychol 88(3):444~458
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UCI(KEPA) : I410-ECN-0101-2018-517-002066492