조직 구성원의 공정성 지각이 혁신행동에 미치는 영향과 심리적 주인의식의 매개효과에 관한 연구

A Study on the Relationship between Organizational Justice and Innovative Behavior with the Mediating Role of Psychological Ownership

Purpose - The purpose of this study is to investigate the effects of organizational justice in the form of distributive, procedural, interactional, and informational justice on the innovative behavior of employees, and to analyze the mediating role of psychological ownership between organizational justice and innovative behavior. Design/Methodology/Approach - Data was collected from 352 employees working in Korean companies and the main hypotheses were tested using multiple regression analysis and the mediation effects of psychological ownership were tested, along with analysis guidance for mediation effects as suggested by Baron and Kenny (1986). Findings - The results shows that all forms of organizational justice have a statistically strong and positive effects on the innovation behavior of employees, and it also suggests that psychological ownership has statistically positive partial mediation effects between all forms of organizational justice and innovation behavior. Research Implications - This study shows that the more employees perceive fairness in the forms of distributive, procedural, interactional, and informational justice, the more they are willing to be innovative, proactive, and affirmative to share novel ideas and to discuss those ideas with others in organization. Therefore, those firms who are eager to improve innovation capacity should treat employees with high level of fairness in all forms of organizational justice.