경력만족의 선행변인으로서의 조직공정성: 통합적 문헌연구를 통한 개념적 모델 도출 Organizational Justice as the Antecedent of Career Satisfaction: Building a Conceptual Model from an Integrative Literature Review원문보기
이 논문의 목적은 통합적 문헌연구를 통해 경력만족의 선행변인으로서의 조직공정성(분배공정성, 절차공정성, 상호작용공정성)에 관해서 고찰하는 것이다. 또한 이 연구는 경력개발을 위한 조직지원(조직의 스폰서십)이 조직공정성과 경력만족의 관계에서 잠재적인 매개변수로서 기능할 수 있는지를 탐색하는 것을 목적으로 한다. 선행 연구들에 관한 통합적 문헌조사에 기초하여, 이 연구는 조직공정성과 경력만족과의 관계를 경력개발을 위한 조직지원과 더불어 개념적 모델로서 제시하였다. 이러한 개념적 모델에 의하면 조직공정성은 경력만족의 주요한 선행변인의 하나로 포함될 수 있으며, 경력개발을 위한 조직지원은 조직공정성과 경력만족의 관계를 매개하는 변수로서 기능할 수 있다. 이 연구는 직장 내 경력개발의 맥락에서 조직공정성과 경력만족과의 관계를 규명함으로써 인적자원개발 분야에 기여한다. 나아가 이 연구는, 경력만족에 영향을 줄 수 있는 잠재적인 매개변수들과 같이, 조직공정성과 관련된 다양한 요인에 관한 연구를 수행하기 위한 추가적인 이론적 기초를 제공해 준다고 할 수 있다.
이 논문의 목적은 통합적 문헌연구를 통해 경력만족의 선행변인으로서의 조직공정성(분배공정성, 절차공정성, 상호작용공정성)에 관해서 고찰하는 것이다. 또한 이 연구는 경력개발을 위한 조직지원(조직의 스폰서십)이 조직공정성과 경력만족의 관계에서 잠재적인 매개변수로서 기능할 수 있는지를 탐색하는 것을 목적으로 한다. 선행 연구들에 관한 통합적 문헌조사에 기초하여, 이 연구는 조직공정성과 경력만족과의 관계를 경력개발을 위한 조직지원과 더불어 개념적 모델로서 제시하였다. 이러한 개념적 모델에 의하면 조직공정성은 경력만족의 주요한 선행변인의 하나로 포함될 수 있으며, 경력개발을 위한 조직지원은 조직공정성과 경력만족의 관계를 매개하는 변수로서 기능할 수 있다. 이 연구는 직장 내 경력개발의 맥락에서 조직공정성과 경력만족과의 관계를 규명함으로써 인적자원개발 분야에 기여한다. 나아가 이 연구는, 경력만족에 영향을 줄 수 있는 잠재적인 매개변수들과 같이, 조직공정성과 관련된 다양한 요인에 관한 연구를 수행하기 위한 추가적인 이론적 기초를 제공해 준다고 할 수 있다.
The purpose of this study was to explore organizational justice (distributive, procedural, and interactional justice) as the antecedent of and career satisfaction by conducting an integrative literature review. In addition, this study aimed to identify organizational support for career development (...
The purpose of this study was to explore organizational justice (distributive, procedural, and interactional justice) as the antecedent of and career satisfaction by conducting an integrative literature review. In addition, this study aimed to identify organizational support for career development (i.e., organizational sponsorship) as the potential mediating variable between organizational justice and career satisfaction. Based on an integrative literature review of previous research, this study proposed the conceptual model on the relationship between organizational justice and career satisfaction along with organizational support for career development. According to the conceptual model, organizational justice can add to the pool of important antecedents of career satisfaction, and organizational support for career development could mediate the relationship between organizational justice and career satisfaction. This study contributed to the human resource development (HRD) field through investigating the relationship between organizational justice and career satisfaction in a career development context in the workplace. Further, this study provided additional theoretical backgrounds to conduct organizational justice related research on diverse factors, such as potential mediating variables, influencing career satisfaction.
The purpose of this study was to explore organizational justice (distributive, procedural, and interactional justice) as the antecedent of and career satisfaction by conducting an integrative literature review. In addition, this study aimed to identify organizational support for career development (i.e., organizational sponsorship) as the potential mediating variable between organizational justice and career satisfaction. Based on an integrative literature review of previous research, this study proposed the conceptual model on the relationship between organizational justice and career satisfaction along with organizational support for career development. According to the conceptual model, organizational justice can add to the pool of important antecedents of career satisfaction, and organizational support for career development could mediate the relationship between organizational justice and career satisfaction. This study contributed to the human resource development (HRD) field through investigating the relationship between organizational justice and career satisfaction in a career development context in the workplace. Further, this study provided additional theoretical backgrounds to conduct organizational justice related research on diverse factors, such as potential mediating variables, influencing career satisfaction.
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문제 정의
In addition, this study will contribute to identifying the critical role of three dimensions of organizational justice and interactions among them in career satisfaction, and providing additional theoretical backgrounds to conduct organizationa justice related research on diverse factors influencing career satisfaction. Also, this study contributes to integrating organizational justice and career development by applying organizational justice in a career development context. Finally, this study contributes to investigating the mediating role of organizational support for career development for the relationship between organizational justice and career satisfaction.
Also, this study contributes to integrating organizational justice and career development by applying organizational justice in a career development context. Finally, this study contributes to investigating the mediating role of organizational support for career development for the relationship between organizational justice and career satisfaction.
Therefore, the purpose of this study is to explore organizational justice (distributive, procedural, and interactional justice) as the antecedent of career satisfaction by an integrative literature review. In addition, this study aims to identify organizational support for career development (i.e., organizational sponsorship) as the potential mediating variable between organizational justice and career satisfaction.
This study could be a pioneering study on the relationship between organizational justice and career satisfaction along with organizational support for career development, which is its potential mediating variable, although there have been many studies on the relationship between organizational justice and job satisfaction. Specifically, this study contributes to the HRD field through investigating the relationship between organizational justice and career satisfaction in a career development context in the workplace. As shown in the conceptual model, employee perceptions of organizational justice can be hypothesized to increase career satisfaction.
As described above, it seems that organizational justice can have a positive relationship with the level of career satisfaction of employees in the organization[24]. Therefore, the purpose of this study is to explore organizational justice (distributive, procedural, and interactional justice) as the antecedent of career satisfaction by an integrative literature review. In addition, this study aims to identify organizational support for career development (i.
This study has the practical implications for HRD professionals in terms of learning opportunities and ability of HRD to enhance career satisfaction in organizations. Career satisfaction issues in the context of career development are important not only to employees but also to HRD practitioners because many organizations need to seek the appropriate methods to promote career development and improve the career satisfaction of their employees.
제안 방법
In conclusion, this study proposed the conceptual model on the relationship between organizational justice and career satisfaction along with organizational support for career development based on an integrative literature review of previous research. Career satisfaction has become an important issue in the workplace because individual success results in organizational success and leads to more committed and motivated employees.
성능/효과
’s (2005)[50] study and this study. First, organizational justice is closely related to each category of organizational support for career development (i.e., organizational sponsorship) which is career sponsorship, supervisor support, training and skill development opportunities, and organizational resources. Second, organizational justice can be linked with “human capital” (e.
Third, organizational justice is linked to “objective factors of career success” (i.e., salary and promotion).
후속연구
Based on this conceptual model, empirical research needs to be conducted within a variety of organizations in the future. In addition, a meta-analysis could be needed to examine in-depth relationships among the variables in this study.
If the relationships are significant, organizational justice will add to the pool of important antecedents of career satisfaction. In addition, this study will contribute to identifying the critical role of three dimensions of organizational justice and interactions among them in career satisfaction, and providing additional theoretical backgrounds to conduct organizationa justice related research on diverse factors influencing career satisfaction. Also, this study contributes to integrating organizational justice and career development by applying organizational justice in a career development context.
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