조직공정성과 이직의도 및 정서몰입의 관계: 직무소진의 조절효과

Organizational justice are not only psychological issues, but also social or organization phenomena. Because perceived justice of individuals might be not the same as actual ones in organization or society. Beside justice, the organizational psychological issues about long time hard work have already been emerged in Korean society, which related to burnout syndromes. For empirically finding the area of organizational justice within job burnout related context, this research analyze on the moderating impacts of job burnout to relations between employee's organizational justice perception and attitudes. Empirical results are as follows: first, the analysis shows that there was statistically significant relations between employees' organizational justice perception and attitudes(i.e., intent to leave, emotional commitment). Second, the hierarchical regression shows that the impact of higher job burnout components' exhaustion and depersonalization on relations between distributive justice and intent to leave was stronger. Third, the analysis shows that the impact of higher job burnout components' exhaustion and depersonalization on relations between interactional justice and emotional commitment was stronger. Lastly, it shows that the impact of higher job burnout components' lack of personal accomplishment on relations between distributive justice and intent to leave was weaker. This study suggest that at different individual psychological base and under different organization context, we need different types of justice. Therefore, future research are needed to discern how contextual factors(e.g., culture, structure, HR system characteristics, etc.) influence the relationship among employees' justice perception, attitudes, and behaviors.