피인수기업 종업원의 공정성 지각이 태도에 미치는 영향: 사건공정성과 사회실체공정성 구분을 중심으로

Research on organizational justice has largely been focused on individual effects of the different dimensions of justice on different types of outcomes(Ambrose & Arnaud, 2005). In spite of the fact that there are high correlations among the dimensions of organizational justice and that some individuals may perceive organizational justice in holistic judgment,there has been little attention devoted to general justice(Greenberg, 2001; Ambrose &Arnaud, 2005; Colquitt & Shaw, 2005). Based on the fairness heuristic theory, this study incorporated two paradigms in the organizational justice research identified by Cropanzano, Byrne, Bobocel, & Rupp(2001). The main purpose of this study is to examine the relationships among social entity justice of the acquiring companies(general justice), event justice of M&A(distributive event justice of M&A, procedural event justice of M&A, and interactional event justice of M&A), and employee attitudes. The data were obtained from employees in acquired companies in the context of M&A. The sample size was 192. Results suggested that distributive event justice of M&A, procedural event justice of M&A, and interactional event justice of M&A had positive effects on social entity justice of acquiring companies. Also, social entity justice had positive effects on commitment to organizational change, but a negative effect on negative effects on turnover intention. In addition, as anticipated, results of Sobel test demonstrated that social entity justice significantly mediated the effects of event justice on both commitment to organizational change and turnover intention. The implications, future research directions, and limitations of this study were discussed.