성과평가에 대한 조직공정성 인식이 이직의도에 미치는 영향: 적극적 성격의 조절효과

The purpose of this study is to investigate the effect of the perception of organizational justice in performance evaluation on employee turnover intention. And it is intended to in vestigate whether the perception of organizational justice influence on the turnover intention depends on the proactive personality as individual characteristics. The meanings of distrib utive justice and procedural justice are based on different assumptions about in dividual-organization relationship. Distributive justice on outcomes usually predict short-term reactive response based on equity theory as economic exchange relations. On the other hand, procedural justice imply organizations to treat individuals as members of the organization. Thus the individual-organization relationship interpreted as an social-exchange relationship according to "group-value model". The proactive personality tends to lead change and solve problems rather than adapting to a given environment, and has a high career self-efficacy for career success inside and outside of organization. And proactive people tend to seek intrinsic value, job satisfaction, and learning goal orientation. Therefore the proactive people would selects action for change within the organization if the potential for change and the change is valuable than exit of organization. As the result of the analysis, distributive justice was significantly influence on turnover intention negatively, and procedural justice was not significant. In the moderating effect of the proactive personality, when the proactive personality was strong, the negative relationship of distributive justice and turnover intention was not significant, and the higher the procedural justice was, the higher the turn over intention was significantly.