분배공정성이 내재적 동기부여, 직무성과, 조직몰입 및 이직의도에 미치는 영향 : 심리적 계약위반의 조절효과

The purpose of this study is to examine the effects of distributive justice on intrinsic motivation, job performance, organizational commitment and turnover intentions. Also, we attempt to verify the mediating effect of intrinsic motivation on the relationships between distributive justice and job performance, organizational commitment and turnover intentions. Additionally, this study focuses on psychological contract breach as a possible moderator in the relationships between distributive justice and intrinsic motivation. Based on prior research, we derives following hypotheses. H1: Distributive justices will be positively related to intrinsic motivation. H2: Psychological contract breach will moderate the relationship between distributive justices and intrinsic motivation. H3: Intrinsic motivation will be positively related to job performance. H4: Intrinsic motivation will be positively related to organizational commitment. H5: Intrinsic motivation will be negatively related to turnover intention. H6: Intrinsic motivation will mediate the relationship between distributive justices and job performance. H7: Intrinsic motivation will mediate the relationship between distributive justices and organizational commitment. H8: Intrinsic motivation will mediate the relationship between distributive justices and turnover intention. To test the proposed hypotheses in our study, we collected data via a survey with a sample of 177 employees in 6 organizations. and after excluding unanswered items questionnaires, total of 167 emplyees data is used for analysis. Hierarchical regression analysis is used to test the H1, H2, H3, H4, H5. Bootstrapping is used to test the H6, H7, H8. The major findings are as follows: 1) distributive justice was positively associated with intrinsic motivation. 2) the relationships between distributive justice and intrinsic motivation was moderated by psychological contract breach, such that the relationship was stronger for employees with low psychological contract breach. 3) intrinsic motivation were positively related to job performance and organizational commitment and was negatively related to turnover intentions. 4) intrinsic motivation fully mediated the relationship between distributive justice and a) job performance and b) turnover intentions, and partially mediated the relationship between distributive justice and organizational commitment. 5) psychological contract breach moderated the strength of the mediated relationships between distributive justice with job performance, organizational commitment and turnover intentions via intrinsic motivation, such that the mediated relationships were stronger under low psychological contract breach than under high psychological contract breach. Based on these findings, implications of the research findings are discussed, and recommendations for future research are provided.