조직공정성 인식이 심리적 계약위반을 통해 조직불만족 반응에 미치는 영향

This study This study aims to investigate the effects of organizational justice on organizational dissatisfaction responses via the perception of psychological contract violation empirically. Especially, this study employed exit, voice, loyalty, and neglect of EVLN model as outcome variables. To achieve above research objective, we conducted a questionnaire survey for the sample of 202 workers employed by the public institutions, financial companies, and manufacturers in Busan region. The research results are as follows: First of all, distributive justice, procedural justice, and interactional justice were found to have negative effects on the perception of psychological contract violation. Second, the perception of psychological contract violation seems to have positive effect on turnover intention and negative effect on voice behavior, while it had non-significant effect on loyalty and neglect. Third, the perception of psychological contract violation was found to have full mediation effect upon the relationship between distributive justice and procedural justice on the one hand and turnover intention and voice on the other hand. Furthermore, psychological contract violation was found to have partial mediation effect upon the relationship between interactional justice and both of turnover intention and voice. The implications and limitations of this study was discussed in the conclusion.