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The Impact of Organizational Justice and Job Security on Organizational Commitment in Korean Employees through the mediating role of Trust in Top Management

전정호
한국농·산업교육학회 (The Korean Society for Agricultural Education and Human Resource Development)|2012.09|농업교육과 인적자원개발 (Journal of Agricultural Education and Human Resource Development)|제44권 제3호|pp. 121-151|DOI 10.23840/agehrd.2012.44.3.121

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키워드

조직공정성조직몰입Organizational commitment사회교환이론Organizational justiceTrust in top managementJob security경영진에 대한 신뢰직업안정성
주제분류교육학

초록

This study investigated the impact of organizational justice and job security on organizational commitment through the mediating effect of trust in top management. Drawing on the social exchange theory, this study developed and investigated a conceptual model and hypotheses. To test the proposed study model and hypotheses, empirical data was collected from 337 Korean employees working in 6 large firms and analyzed with Structural Equation Modeling. The results suggested that both organizational justice and long-term job security affected trust in top management and organizational commitment significantly. All hypotheses were supported; however, the mediating effect was not so strong enough to link two predictors with organizational commitment. The result implied that organizations should take care of employees' personal and social needs in order to increase their trust and commitment toward the organization. Especially, social needs such as organizational justice should be maintained, as well as personal and economic needs of employees such as job security in terms of Maslow's needs hierarchy theory.

Abstract

This study investigated the impact of organizational justice and job security on organizational commitment through the mediating effect of trust in top management. Drawing on the social exchange theory, this study developed and investigated a conceptual model and hypotheses. To test the proposed study model and hypotheses, empirical data was collected from 337 Korean employees working in 6 large firms and analyzed with Structural Equation Modeling. The results suggested that both organizational justice and long-term job security affected trust in top management and organizational commitment significantly. All hypotheses were supported; however, the mediating effect was not so strong enough to link two predictors with organizational commitment. The result implied that organizations should take care of employees' personal and social needs in order to increase their trust and commitment toward the organization. Especially, social needs such as organizational justice should be maintained, as well as personal and economic needs of employees such as job security in terms of Maslow's needs hierarchy theory.

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