인적자원관리시스템에 대한 공정성인식이 결과행위에 미치는 영향

윤대혁 한국경영과학회 2002 韓國經營科學會誌 Vol.27 No.4

This study aims at developing and empirically testing a comprehensive model of organizational justice derived from the prior empirical studies on organizational justice. The study seeks to understand the antecedents to and the consequences are addressed. The first question is what characteristics of the HRM systems determine the levels of perceived distributive and procedural justice. Hypotheses are derived from the two prominent theoretical models, i.e., the self-interests model (SIM) and the group value model (GVM). Those factors include neutrality, consistency, accuracy, ethicality, credibility, and reciprocity in the processes of making HRM decisions. All nine factors suggested by the two models are adopted for this study as major determinants of both distributive and procedural justice. The second question of this study is related to the moderating effects of individual differences on the relationship between the SIM and GVM variables and perceived distributive and procedural justice, specifically job-related attitudes and organizational commitment. Job-related attitudes in this study refer to job satisfaction, job motivation, and job involvement, i.e., the willingness to make contributions, identification with organization, and intent to stay. In examining the consequences of perceived organizational justice, the study focuses on the interaction effects of procedural and distributive justice on the above nine outcome variables. The results show that both SIM and GVM variables significantly influence distributive and procedural justice. However, hierarchical regression analyses reveal that the GVM variables except more influence has been focused on the consequences of perceived distributive justice with regard to outcomes provided by the organization.

당사자주의와 직권주의가 조화된 적정한 재판운영

이종엽 ( Lee Jong Youp ) 사법정책연구원 2019 연구보고서 Vol.2019 No.11

The adversarial and inquisitorial models can usually be classified into two meanings, one for the historically institutionalized model developed by Anglo-American and European continents, and the other for the ideologically conceptualized model derived from the standard of the given initiatives between the judge and the parties in the trial. The integral parts of the both models in an ideological sense would be characteristically enumerated as the activeness/passiveness of the judge, the contest model/inquest model in finding the facts, and the input control/ output control in order to ensure the propriety of the trial proceedings. While not essential in the adversarial and inquisitorial models, peripheral elements which have developed in a confrontational manner in both blocs include the jury system, the cross-examination system, the intensified hearings, the principle of pleading by written documents, the allowance of the examination/cross-examination of opposing parties, and the judge’s exercise of the right to request elucidation. These essential and peripheral elements of the adversarial and inquisitorial models have an importance in understanding and assessing the trial system in Korea. Historically, the adversarial and inquisitorial models have influenced one another as they have undergone a process of dialectic convergence which is apparent in Korea’s trial system today. The Korean trial system can be viewed as a type of eclectic and hybrid model that is characterized by different features from both the adversarial model and the inquisitorial model, ultimately leading to strike a balance between the two models by allowing a reasonable amount of judicial discretions to be exercised in the individual trial. The principle of ‘ascertaining the factual truth,’ ‘procedural justice’, and ‘efficiency of litigation’ may be seen as the judicial philosophy that consist of the rational basis of this judicial discretion in Korea. Based on the results of empirical studies on the principle of ascertaining the factual truth, it can hardly be said that one model is obviously superior to the other. However, the results of the studies revealing that the efficiency of fact-finding varies pursuant to the litigation’s information structure conditioned whether on the information sharing or not between the parties, have shown that the degrees and details of the judge’s intervention shall be differentiated depending on the individual trial’s structure and characteristics featuring differently by its information structure. While the adversarial model would have an advantage as a trial system in terms of preventing a confirmation bias in the information processing, such an advantage of the adversarial model could substantially be implemented through the individual trial management in Korean trial system. The established empirical studies on procedural fairness have identified the following factors to play an important role in determining the degree to which the parties involved in a trial actually experience the procedural justice: the degree to which the parties feel the process control; whether or not the parties have had sufficient opportunity to voice their positions; and whether or not these voices have been given serious consideration. Contrary to the public’s prevailing belief, trial participants place a greater emphasis on the fairness of the trial procedure itself rather than the trial results. This shows that, in order to build people’s trust in the judiciary process, it is necessary to make a transition from an ‘outcome-centric mode’ of thinking, which stresses trials conforming to factual truths, to a ‘process-centric mode’ of thinking, wherein the process itself is emphasized. An alternative to harmonize the initiatives imparted each on the judges and the parties in the individual litigation would be considered by emphasizing conversation and debate, which is stressed in the communicative model of trials. In this type of model, activeness is reciprocally transferred between the parties and the judge through conversation and debate, allowing the democratic exchange of initiative during the trial. This perspective on the dialogic theory is expected to provide a new approach for the existing trial system. Thus the exercise of the right to request elucidation, by pointing out information overlooked by other parties, could possibly be reinterpreted as an trial act which empowers the parties to participate in the proceedings upon the accurate information, and further having the communications in the courtroom to be more substantive. The judge’s disclosure of the conviction shall also be understood as a prognosis of the fairness to have the parties participate in the judging process, by which the adjudicator could place his/her hypothetics on the verification forum. To effectively and efficiently administer a trial, it is imperative to establish conditions that enable active conversation and debate in the courtroom and to remove elements that impede such conversations/debates, thereby implementing and realizing a dynamic trial in which the judge and all parties involved can actively participate. However, in some cases, in order to achieve this court environment, it is necessary for the court to intervene. In order to minimize the risk of bias possibly derived from such active intervention, it is crucial that the judge be aware of the potential danger for bias and be called on to assume a strategy (de-biasing strategy) to overcome the same. The degrees and types of judge’s intervention may vary depending on the stage of the trial, from identifying the issues and admitting the evidence and further to the examination of the evidence and pleadings. Judge’s intervention may also be stratified on the basis of the trial types or characteristics, such as the modern-type litigation, the self-represented litigation, or the asymmetric litigation. However, throughout the intervention process, the key elements of procedural fairness ― that is, the sense of control over the proceedings felt by the parties involved, the voice of each party, and the serious weight given to each voice ― must be considered at all times.

Farrell 모형을 활용한 MZ세대 공무원들의 (불)공정성 인식과 반응행동 : MZ세대와 기성세대 공무원 비교연구

김정인 ( Kim Jungin ) 한국행정연구원 2021 韓國行政硏究 Vol.30 No.4

최근 공직사회에서 MZ세대의 (불)공정성 인식은 중요한 화두가 되었지만 이에 대한 연구는 활발하게 이루어지지 못했다. 본 연구는 Farrell(1983) 모형을 활용하여 MZ세대 공무원들이 공직사회에서 (불)공정성을 어떻게 인식하며, 그들의 (불)공정성 인식이 행동에 어떠한 영향을 미치는가를 기성세대와의 비교 실증분석을 통해 제시하였다. 연구분석 결과 MZ세대 공무원들은 누구에게나 차별받지 않는 절차적 공정성과 배분적 공정성을 중요하게 고려하였으며, 공직사회에 대한 그들의 공정성 인식은 기성세대 공무원들보다 낮은 것으로 나타났다. 또한 (불)공정성 인식은 Farrell(1983)이 제시한 네 가지 반응행동(목소리, 충성, 태만, 이탈)에 유의미한 영향을 미치는 것으로 나타났다. MZ세대 공무원들이 공정성을 높게 인식할수록 조직 내에서 자신들의 의견을 적극적으로 제기하였으며, 조직에 대한 소속감과 충성도가 증가하였고, 업무태만이 낮았으며, 조직 이직의도가 낮아졌다. 즉 조직 내 공정성 인식이 높아질수록 MZ세대 공무원들은 건설적인 행동(목소리와 충성)을 강화하며 파괴적인 행동 (태만과 이탈)을 약화하였다. 또한 기성세대 공무원들과 비교했을 때 MZ세대 공무원들이 나타내는 목소리, 충성, 태만 등의 행동에는 절차적 공정성이, 이탈에는 배분적 공정성이 더 큰 영향을 미치는 것으로 나타났다. Recently, the perception of (in)justice of the MZ generation has become an important topic in the public service society, but research on it has not been actively conducted. Our study uses the Farrell (1983) model to examine how MZ generation civil servants perceive (in)justice in public service and how their perception of (in)justice affects their behavior through comparative empirical analysis with the older generation. Our result indicated that the civil servants of the MZ generation considered procedural justice and distributive justice not to be discriminated against by anyone, and their perception of justice in the public service society was lower than that of the older generation civil servants. Also, perception of (in)justice was found to have a significant effect on the four response behaviors(voice, loyalty, neglect, exit) suggested by Farrell(1983). The higher the recognition of justice among the MZ generation civil servants, the more they actively raised their opinions within the organization, the sense of belonging and loyalty to the organization increased, the neglect of work was low, and the intention to leave the organization decreased. In other words, the higher the awareness of justice within the organization, the stronger the constructive behaviors(voice and loyalty) of the MZ generation civil servants and the weakening of the destructive behaviors(neglect and exit). In addition, it was found that procedural justice had a greater effect on behaviors such as voice, loyalty, and neglect expressed by MZ-generation civil servants and distributive justice on exit when compared with older-generation civil servants.

A Study on the Effects of Organizational Fairness on Members' Behavior and Attitude

이나림 사회혁신기업연구원 2023 혁신기업연구 Vol.8 No.3

The basic goal of this study was to effectively manage and utilize human resources within an organization. A human resource management system is used as a tool to manage personnel recruitment, training, compensation, and performance evaluation within an organization. The focus of this study was to examine how the perception of fairness in this system affects the behavior and attitudes of organizational members. The study seeks to understand its antecedents to and its consequences are addressed. The first question is what characteristics of a human resource management (HRM) system determine the levels of perceived distributive and procedural justice. Hypotheses are derived from the two prominent theoretical models, the self-interests model (SIM) and the group value model (GVM). Those factors include neutrality, consistency, accuracy, ethicality, credibility, and reciprocity in the processes of making HRM decisions. All nine factors suggested by the two models are adopted for this study as major determinants of both distributive and procedural justice. The second question of this study is related to the moderating effects of individual differences on the relationship between the SIM and GVM variables and perceived distributive and procedural justice in organizational contexts. The final research question deals with the consequences of perceived organizational justice, specifically job-related attitudes and organizational climate. Job-related attitudes in this study refer to job satisfaction, job motivation, and organizational climate, i.e., the willingness to make contributions, identification with organization, and intent to stay, In examining the consequence of perceived organizational justice, the study focuses on the interaction effects of procedural and distributive justice on the above nine outcome variables. The results show that both SIM and GVM variables significantly influence distributive and procedural justice. However, hierarchical regression analyses that revealed that the GVM variables exert more influence have been focused on the consequences of perceived distributive justice with regard to outcomes provided by the organization. In conclusion, the perception of fairness in the human resource management system has a positive effect within the organization, and plays a role in improving the participation, cooperation, passion, and loyalty of the members of the organization.

사회복지공무원의 문화성향과 직무만족의 관계: 성과보상에 대한 공정성 인식의 매개효과 검증

한승주 ( Seungjoo Han ),주재현 ( Jaehyun Joo ),임지혜 ( Ji-hye Lim ) 중앙대학교 국가정책연구소 2018 국가정책연구 Vol.32 No.1

본 연구는 개인에게 내재된 문화성향이 자신의 직무만족에 영향을 미칠 것이라는 가정 아래, 조직으로부터 받는 성과보상의 공정성이 매개적 영향을 미치는지에 대해 사회복지공무원을 대상으로 분석하였다. 문화성향은 집단성과 격자성으로 구성하였고, 성과보상은 절차적 공정성과 분배적 공정성으로 나누어 직무만족과의 관계를 매개회귀분석을 통하여 확인하였다. 분석 결과, 사회복지공무원의 집단성 성향이 직무만족에 영향을 미치며 그러한 관계에서 성과보상의 공정성이 매개효과를 가지고 있는 것을 발견하였다. 사회공동체와 소속 조직에 강한 연대감을 보이는 공무원이 조직의 성과보상의 과정과 결과가 보다 공정하다고 인식하였으며 이러한 공정성 인식이 직무만족을 강화하는 것이다. 그러나 격자성은 직무만족에 영향을 미치지 못하여 성과보상 공정성의 매개효과를 논의할 수 없었다. 이러한 결과는 공정한 성과보상제도의 마련이 공무원의 직무만족과 조직성과에 중요하다는 주장을 지지한다고 볼 수 있었다. This study aims to analyze the role of perceived justice on performance-based reward in the relationship between job satisfaction and cultural characteristics of social welfare officials in the Korean local governments. Based on literature review, the perceived justice was divided into two factors- distributive justice and procedural justice, and cultural characteristics of social welfare officials was measured by two theoretical dimensions- group dimension and grid dimension. Mediating regression model has been used to examine the effect of perceived justice in mediating the relationship between cultural characteristics and job satisfaction. The major findings are as follows. First, the group dimension of social welfare officials had significant positive influence on job satisfaction. Second, the effect of group dimension on job satisfaction was mediated by perceived justice. However, the grid dimension did not statistically affect job satisfaction. These results mean that social welfare officials with strong social solidarity perceive their organizational procedure and distribution of reward as more fair. Also, these findings support the argumentation of previous researches that fairness of performance-based reward can be a key element to increase public officials’ job satisfaction.

한국호텔 기업의 비즈니스 전략 인적자원관리, 절차공정성, 조직유효성간의 관계 연구 : 소유형태의 조절효과를 중심으로

이연우 관광경영학회 2018 관광경영연구 Vol.85 No.-

The purpose of this study was to evaluate how employees perceived human resource management practices which are associated with quality enhancement business strategy and organisational effectiveness regarding the concept of procedure justice in the Korean hotel companies by types of ownership. Also this study used a structural equation modelling approach to understand the employees' feeling about their organisation between international chain hotels and Korean owned hotels. The results of this study proved that the factor of 'training and development', 'service quality', 'consultation' had a positive influence on procedure justice in international chain hotels otherwise 'training and development', 'recruitment', 'consultation' had a positive influence on procedure justice in Korean owned hotels. Also 'procedure justice' significantly influenced 'job satisfaction' and 'turnover intentions' in both hotels. This study found that deluxe hotels adopt a quality enhancement business strategy which is tailored HRM practices such as hiring excellent employees, providing good services, offering training opportunities more to meet various customers' needs. Moreover the results of this study will help managers to provide a better understanding of the concept of business strategy which enacts in hotel companies and management can apply those HRM practices into their similar service organisations.

공공기관의 공정한 채용관리 방안모색

류수영 ( Suyoung Ryu ) 한국인사행정학회 2019 한국인사행정학회보 Vol.18 No.1

본 연구에서는 공공기관의 공정한 채용관리체제 확립을 위한 변화방향을 제안하는 것을 주요 목적으로 한다. 본 연구는 6개의 부분으로 구성되어 있다. 이론적 배경에서 공공기관 채용비리와 관련된 공정성 확보에 대한 사회적 기대와 요구의 배경을 절차공정성과 동기이론 중에서 Maslow의 욕구위계이론으로 설명한다. 다음으로 감사원, 기획재정부, 행정안전부, 국민권익위원회에서 2017년 공공기관을 대상으로 채용비리에 관한 전수조사 결과를 요약하고 설명하였다. 그리고 기재부의 알리오 시스템에 등록되어 있는 자료를 중심으로 채용불공정 유형을 재확인하고 Reason의 인적오류 관점에서 심층분석을 시도하였다. 마지막으로 주요 정부부처에서 제안한 개선방안과 Swiss Cheese Model을 토대로 공정한 채용관리체계 수립을 위한 저자의 개선방안을 제시한 후, 논의 점들을 제시하였다. The main purpose of this research is to propose a new trajectory for a fair employment management system for public institutions. To this end, this report is divided into six parts. The the first, outlines the practical background and the need for research. The second part outlines the theoretical background, Maslow's hierarchy of needs and the concept of procedural justice, and discusses the social expectations and demands for fairness related to public institutions' unfair employment practices. The third part summarizes and explains the preliminary results of a 5-year survey on unfair employment practices that was initiated in 2017 by the Board of Audit and Inspection of the Ministry of Strategy and Finance, the Ministry of the Interior and Safety, and the Anti-Corruption and Civil Rights Commission. The fourth part presents an in-depth analysis, based on Reason’s notion of human error, which reaffirms the typology of unfair employment that was derived from data registered in the Alio system operated by the Ministry of Strategy and Finance. The fifth part, presents suggestions for the improvement of the fair employment management system based on the improvement plan proposed by major government departments and the Swiss cheese model. The sixth part offers a discussion of the main points.

자기회귀교차지연모형을 적용한 전략적 인적자원관리와 조직몰입 간의 종단적 관계 : 평가시스템 공정성의 매개효과 중심으로

김재성(Jaeseong Kim),이나래(Narae Lee),엄하늘(Haneul Eom),최상옥(Sangok Choi) 한국인사관리학회 2020 조직과 인사관리연구 Vol.44 No.2

지금까지 횡단적으로 분석되었던 전략적 인적자원관리와 종업원의 조직몰입의 관계는 시차를 고려한 인과관계를 바탕으로 종단적으로 해석해야 할 필요성이 있다. 이를 위해 인적자본기업패널(HCCP) 종단자료를 사용하여 전략적 인적자원관리 관점에서 인사부문의 전략적 참여 확대와 인사제도 중 하나인 평가시스템의 공정성이 조직몰입이라는 성과에 시간의 흐름에 따라 영향을 미치는지 자기회귀교차지연모형(Autoregressive Cross-Lagged Modeling)을 활용하여 실증 분석하였다. 연구결과, 인사부문의 전략적 참여와 평가시스템의 공정성은 상호 간에 긍정적인 영향을 주는 것으로 확인되었으며, 평가시스템의 공정성과 조직몰입 간에도 상호 긍정적인 영향이 확인되었다. 그리고 조직몰입이 인사부문의 전략적 참여에 영향을 주는 순환적 관계가 확인되었고, 평가시스템의 공정성이 인사부문의 전략적 참여와 조직몰입 간에 미치는 매개효과가 확인되었다. 본 연구는 전략적 인적자원관리 하에서 평가시스템의 공정성 변수가 전략과 조직몰입 사이에 영향을 미친다는 점을 제시하였고, 기업의 경영전략이 반영된 인사전략이 조직성과로 이어지기 위해서는 공정성이 담보된 인사제도의 구축과 시행이 중요하다는 것을 보여주고 있다. This study is an empirical study using the Autogressive Cross-Lagged Modeling on whether the HR involvement(HI) and the Procedural Justice of the Performance Evaluation System(PJ) in Strategic Human Resource Management(SHRM), affects the Organizational Commitment(OC). The result shows that between HI and PJ, PJ and OC have positive effects on each other. In addition, the cyclical causal relationship in which OC affects HI was identified, and the mediating effect of PJ on HI and OC was verified. This study demonstrated that the justice variables of the performance evaluation system in SHRM affect between strategy establishment and the organizational commitment. Therefore, the management has to consider the justice-guaranteed HR system to ensure that the HR strategy reflected by the management strategy of the company leads to organizational performance.

현지채용인의 절차공정성 지각이 조직동일시에 미치는 영향: 문화 가치 수준의 조절효과를 중심으로

이수연,김효선 한국국제경영학회 2019 國際經營硏究 Vol.30 No.4

한국의 대기업들이 적극적인 글로벌전략을 추구하면서 다양한 국가에서 현지채용인들을 관리하는 이슈가 중요해지고 있다. 본 연구는 한국의 A글로벌 기업에서 49개국에 위치하고 있는 해외법인의 현지채용인 9,072명을 대상으로 진행되었다. 구체적으로 현지채용인을 대상으로 절차공정성이 조직동일시에 어떤 영향을 미치는지를 살펴보았다. 또한, 해외지사의 현지채용인들이 속한 국가문화가치의 다양성이 조직동일시와 절차공정성에 미치는 효과에 대해서 검증하고자 하였다. 구체적으로 본 연구에서는 Hofstede가 제안하는 각 나라의 문화가치수준이 조직동일시에 직접적으로 영향을 미치는지 그리고 절차공정성과 조직동일시와의 관계를 조절하는지를 살펴보고자 하였다. 본 연구에서는 문화가치에 대한 국가수준 분석을 위해서 다수준분석(Hierarchical Linear Modeling)을 시도하였다. 분석 결과, 첫째, 현지채용인의 절차공정성 지각이 조직동일시에 미치는 정(+)의 영향이 유의한 것으로 확인 되었고, 조직동일시의 총 변량 중 67%는 개인수준, 33%는 국가수준에서 설명할 수 있어, 국가수준의 영향요인이 개인수준에서 조직동일시의 변화에 영향을 미친다는 것을 알 수 있었다. 둘째, Hofstede의 4가지 문화가치 차원중 불확실성회피수준은 현지채용인의 조직동일시에 유의미한 정적인 영향을 미치는 것으로 나타났다. 마지막으로, 집단주의 문화가치 수준은 절차공정성과 조직동일시의 관계를 조절하는 것으로 나타났다. 구체적으로 집단주의 수준이 낮은 나라에서는 집단주의 수준이 높은 나라에 비해 절차공정성과 조직동일시의 정의 관계가 더 강한 영향을 미치는 것으로 나타났다. 나머지 문화가치차원의 조절효과는 유의하지 않았다. 본 연구의 의의는 한국의 글로벌기업의 현지채용인들에게 있어서 절차공정성의 중요성과 문화가치의 중요성을 확인한 점을 들 수 있다. 특히, 한국의 글로벌기업이 해외지사의 인력을 관리하는데 있어서 각 해외지사의 집단주의 수준에 따라서 특별히 더 절차공정성 확보에 주시해야한다는 실무적인 시사점을 제공한다. As Korean firms pursued proactively during the past decades, they are now faced with the challenge of managing employees from different country origin. Understanding the host-country nationals is especially important in meeting the globalized human resource management. In this study, we examine the effect of procedural justice on organizational identification of host-country national employees in a Korean global company. Furthermore, we examine the cultural value model suggested by Hofstede (1980) and test whether cultural value dimensions affect the level of organizational identification. We also explore whether cultural value dimensions moderate the relationship between procedural justice and organizational identification. We applied HLM(Hierarchical Linear Modeling) for an analysis of cultural value at national level. The result confirmed that the procedural justice had a significant positive (+) impact on organizational identification. Second, among 4 cultural value dimensions, only uncertainly avoidance level showed positive effect on organizational identification. Power distance, masculinity, and collectivism dimensions did not have significant impact on organizational identification. Finally, collectivism dimensions moderated the relationship between procedural justice and organizational identification, but remaining cultural value dimensions did not show significant result. Current study suggests it is important to ensure procedural justice in general. but even more so in countries with low collectivism countries. We discuss the promise and limitations of Hofstede’s cultural value model in global human resource management context.

절차 공정성이 노동위원회 만족에 미치는 영향:판정결과 만족의 매개

이성희,김동배 한국노동연구원 2022 노동정책연구 Vol.22 No.3

연구에 의하면 분쟁해결에서 절차 공정성(procedural justice)은 판정결과의 유불리와 독립적으로 판정결과에 대한 만족도와 수용성을 높이고 분쟁해결기구에 대한 만족과 신뢰를 높인다. 절차 공정성은 충분한 발언기회 제공, 중립성 유지, 신뢰감 형성, 인격적 대우 및 권리 존중이라는 4가지 대표적인 요소로 구성된다. 도구적 관점에 의하면 절차 공정성은 판정결과에 대한 통제력 제고를 통해서, 그리고 규범적 관점에 의하면 절차 공정성은 집단이 자신을 존중하고 자신이 소속된 집단에 대한 자부심의 상징적 메시지로서 절차 공정성 효과를 낳는다. 그러나 분쟁해결 관련 절차 공정성의 중요성에도 불구하고 우리나라 노동위원회를 대상으로 심판사건의 심문회의 절차 공성성이 판정결과 및 노동위원회에 대한 만족에 미치는 영향을 실증분석한 연구는 없었다. 본 연구는 한국노동연구원이 2020년에 실시한 ‘노동위원회 심판서비스에 대한 설문조사’자료를 사용하여 심문회의의 절차 공정성, 판정결과 만족, 노동위원회에 대한 만족도의 관계를 분석하였다. 분석결과, 심문회의 절차 공정성은 판정결과 만족과 노동위원회에 대한 만족도를 높이고, 판정결과 만족이 절차 공정성과 노동위원회 만족을 부분 매개하는 것으로 나타났다. 이상의 분석결과를 요약하고 연구의 의의 및 한계와 향후 연구과제를 제시하였다.