성과주의 HRM에서 공정성의 관철 가능성에 관한 이론적 고찰

In this paper, we will discuss organizational justice, with an emphasis on how it can be brought to the workplace. First, I define organizational justice, paying careful attention to its core dimension, distributive and procedural justice. After then I examine why organizational justice is important; we will consider various criterion variables that justice favorably influences. In this paper, we examine theoretical analysis about organizational justice from the perspective of three managerial tasks, reward systems, hiring and selection, and participation. And then, we examine theoretical analysis about the relationship between organizational justice and organizational culture. Organizational Justice can provide symbiotic effect to employer and employee, in other word, we believe that organizational justice has potential power to provide sustainable development through constructing co-operative industrial relations, and, it planted oneself the third organizational goal followed by efficiency and job satisfaction. As a result, organizational justice provides an excellent business opportunity, from reaping specific returns such as stronger employee commitment to gaining an overall competitive edge. Organizational justice has the possibility to create powerful benefits for organizational and employees alike.