The purpose of this study is to explore the implications for school organization management by analyzing the structural relationships among millennial teachers'' Perceived Organizational Politics, Organizational Justice, Organization Cynicism, and organizational commitment. In order to achieve the purpose of this study, each variable is explained with the theoretical background of millennial generation, social exchange theory and fairness theory.
The concept of the total variables and sub - variables were analyzed and the relationship between the variables was examined in relation to the domestic and foreign prior research and theoretical discussion. For each variable of Perceived Organizational Politics, Organizational Justice, Organization Cynicism, and Organizational Commitment Two to three observational variables were set based on the review.
The researcher set up a research model based on the reviewed contents, set Perceived Organizational Politics as an independent variable, and tried to solve research problem by setting Organization Justice, Organization Cynicism as parameters and Organizational Commitment as dependent variables.
The subjects of this study are those born after 1980, who are millennials among teachers in Daegu and Gyeongbuk-do Provincial Office of Education. The samples were sampled from 50 teachers starting December 1, 2019 using the method of Statistical Random Sampling(Pilot test). Based on the results, the online questionnaire was completed and distributed online for two months from December 20th, in consideration of the teachers'' background variables. Finally, the collection was collected and the samples, excluding 13 unscrupulous responses that answered the entire question in a single piece, 381 in total.
The measurement instrument consisted of 14 items of Perceived Organizational Politics, 15 items of Organizational Justice, 20 items of Organization Cynicism, 10 items of Organizational Commitment, and 4 items of teacher variables. As a result of the reliability analysis, the reliability of the variables was found to be more than .6, with Perceived Organizational Politics .953, Organizational Justice .956, Organizational Cynicism .950, and Organizational Commitment .870.
In order to analyze the validity of the measurement tools, confirmatory factor analysis was performed. The results of confirmatory factor analysis of total variables showed that the Chi square value was 56.288, the degree of freedom was 29, and the p value was statistically significant. GFI, TLI, and CFI were all analyzed as good as .972, .979, and .986, and RMSEA was also analyzed as .050. The analysis results showed that the concentration and discrimination of all variables are valid, indicating that the validity of the measurement tool is appropriate.
The results of this study are summarized as follows:
1. The results showed that Perceived Organizational Politics of millennial teachers had an effect on Organizational Justice of -.187, Perceived Organizational Politics had an effect on Organizational Cynicism of .141, Organizational Justice had influence on Organizational Cynicism of -.786. The effect of Organizational Justice on Organizational Commitment was .523, and the effect of Organizational Cynicism on Organizational Commitment was -.318. However, the effect of Perceived Organizational Politics on Organizational Commitment was not statistically significant.
2. As a result of analyzing direct and indirect effects of total variables, Perceived Organizational Politics has a negative effect on Organizational Justice with a direct effect of -.187. In addition, the direct effect of Organizational Justice on Organizational Cynicism was .141 and the indirect effect was .147 and partial mediation effect. The indirect effect of Perceived Organizational Politics on Organizational Commitment was statistically significant as -.189, It was analyzed that only indirect effects were identified without direct effects, resulting in a full coverage effect between variables.
3. Organizational Justice was found to have a direct effect on Organizational Cynicism of -.786. Organizational Justice was analyzed as having direct effect on organization Commitment of .523 and indirect effect of .250 as positive influence and partial mediation effect.
4. Organizational Cynicism has a direct negative effect on Organizational Commitment of .-318.

Based on the results of the research, the following suggestions can be made.
1. The political perception of the organization as perceived by millennial teachers is not leading to Organizational Justice compared to other generations. Self-centered millennial teachers perceive political phenomena within their organizations, but this may not be directly related to their own fairness. Studies showing that Perceived Organizational Politics directly affect organizational effectiveness may not apply to members of the post-millennial organization. However, millennial teachers feel organizational cynicism and influence organizational commitment when the results of organizational politics come to their own problems.
2. As millennial teachers who value Justice in particular will become the center of organizational management in the future, securing organizational justice in the administrative process, procedure, and interaction of school organizations should be an important issue. Millennial teachers can participate in innovative commitment to enhance organizational effectiveness if school organizations can perform their duties based on Organizational Justice in implementing various policies.
3. Millennial teachers who cynically view school organization should not be viewed as an individual personality trait. They should not be dismissed as a simple condition such as those who complain unconditionally or those who are not interested in school, but should pay attention to the mechanism by which they became cynicism and administrative improvement measures. In operating various policies in the school organization, it is necessary to look at the position of the members of the organization. Through this process, reducing cynicism caused by not meeting the needs or values of the members of the organization means that the effectiveness of the organization can be improved.
4. Further research on millennial teachers is needed to promote the stable effectiveness of school organization after generation change.
5. Further research is needed on the relationship between variables that were not identified in this study.
6. Additional review of the questionnaire related to organization cynicism is necessary.