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The Impact of Organizational Justice...

Oh, Jeong Rok.

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The Impact of Organizational Justice on Career Satisfaction of Employees in the Public Sector of South Korea.

紀錄類型:	書目-語言資料,印刷品 : Monograph/item
正題名/作者:	The Impact of Organizational Justice on Career Satisfaction of Employees in the Public Sector of South Korea./
作者:	Oh, Jeong Rok.
面頁冊數:	121 p.
附註:	Source: Dissertation Abstracts International, Volume: 74-10(E), Section: A.
Contained By:	Dissertation Abstracts International74-10A(E).
標題:	Education, Business. -
電子資源:	http://pqdd.sinica.edu.tw/twdaoapp/servlet/advanced?query=3567458
ISBN:	9781303192685

The Impact of Organizational Justice on Career Satisfaction of Employees in the Public Sector of South Korea.
Oh, Jeong Rok.

The Impact of Organizational Justice on Career Satisfaction of Employees in the Public Sector of South Korea. - 121 p.

Source: Dissertation Abstracts International, Volume: 74-10(E), Section: A.

Thesis (Ph.D.)--University of Minnesota, 2013.

The purpose of this study was to explore the relationship between organizational justice and career satisfaction of employees in the public sector of South Korea. Specifically, this study aimed to investigate the impact of three different dimensions (distributive, procedural, and interactional justice) of organizational justice on career satisfaction. Based on a literature review of previous research, this study hypothesized that employees' perceptions of organizational justice are positively associated with career satisfaction. This study contributed to human resource development (HRD) through investigating the direct relationship between organizational justice and career satisfaction in a career development context in the workplace.

ISBN: 9781303192685Subjects--Topical Terms:

1017515
Education, Business.

The Impact of Organizational Justice on Career Satisfaction of Employees in the Public Sector of South Korea.
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100 1 $a Oh, Jeong Rok. $3 2102843
245 1 4 $a The Impact of Organizational Justice on Career Satisfaction of Employees in the Public Sector of South Korea.
300 $a 121 p.
500 $a Source: Dissertation Abstracts International, Volume: 74-10(E), Section: A.
500 $a Adviser: Alexandre Ardichvili.
502 $a Thesis (Ph.D.)--University of Minnesota, 2013.
520 $a The purpose of this study was to explore the relationship between organizational justice and career satisfaction of employees in the public sector of South Korea. Specifically, this study aimed to investigate the impact of three different dimensions (distributive, procedural, and interactional justice) of organizational justice on career satisfaction. Based on a literature review of previous research, this study hypothesized that employees' perceptions of organizational justice are positively associated with career satisfaction. This study contributed to human resource development (HRD) through investigating the direct relationship between organizational justice and career satisfaction in a career development context in the workplace.
520 $a A total of 279 employees in six public organizations in South Korea participated in this research. Based on a convenience sampling approach, a self-administered survey was used to obtain these employees' perceptions. All four constructs (distributive justice, procedural justice, interactional justice, and career satisfaction) were based on multi-item scales. A total of 23 items (18 items for organizational justice and five items for career satisfaction) were prepared for use in a survey in South Korea. The data analysis process of this study followed three steps. First, the construct validity of each measurement model was examined by Confirmatory Factor Analysis (CFA). Second, the descriptive statistics and correlations were reported. Third, a hierarchical multiple regression was tested to identify the impact of three dimensions of organizational justice on career satisfaction. While distributive justice and procedural justice were found to be significant, interactional justice was found to be non-significant. In terms of standardized coefficients, procedural justice accounted for the variance in career satisfaction more than distributive justice did.
520 $a The findings of this study were discussed in detail, comparing them with previous research. The primary theoretical implication of this study lies in investigating three dimensions of organizational justice as the antecedents of career satisfaction within a study in order to integrate organizational justice and career development research. HRD practitioners should facilitate fair decision-making processes and provide various career development opportunities to improve employees' career satisfaction in the organization. The limitations of this study and recommendations for future research were also discussed.
520 $a Keywords: career satisfaction, organizational justice, distributive justice, procedural justice, interactional justice, career development, organizational support for career development.
590 $a School code: 0130.
650 4 $a Education, Business. $3 1017515
650 4 $a Education, Continuing. $3 824875
650 4 $a Education, Vocational. $3 1017499
650 4 $a Sociology, Organizational. $3 1018023
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690 $a 0651
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690 $a 0703
710 2 $a University of Minnesota. $b Work and Human Resource Education. $3 1026827
773 0 $t Dissertation Abstracts International $g 74-10A(E).
790 $a 0130
791 $a Ph.D.
792 $a 2013
793 $a English
856 4 0 $u http://pqdd.sinica.edu.tw/twdaoapp/servlet/advanced?query=3567458