공정성이 노사갈등행동에 미치는 영향에 대한 문화의 조절효과: 탐색적 실증연구

Abstract

Abstract

The purpose of this study is to examine moderating effect of the culture on the effect of the justice on the misbehavior empirically. This study included independent variables such as distributive justice, procedural justice and interpersonal justice, dependent variables such as interpersonal misbehavior, production misbehavior, property misbehavior and political misbehavior, and moderating variables such as Hofstede’s cultural dimensions(individualism, power distance, masculinity, uncertainty avoidance and long-term orientation). The data for empirical study is collected from the survey on a sample of 309 employees in Myanmar and Korea. And a hierarchical regression analysis was conducted to examine the moderating effect of cultural dimensions on the effect of justice on misbehavior. The result of empirical test is as follows. First, hypothesis 1 is partly accepted. There is significant negative effect of distributive justice on interpersonal, production and political misbehavior. Second, hypothesis 2 is partly accepted. There are significant but different moderating effects of Hofstede’s cultural dimensions(without uncertainty avoidance) on the effect of the justice on the misbehavior. The more individualism is high, the more the effect of the distributive justice on interpersonal, production and political misbehavior is higher and the effect of the procedural and interpersonal justice on property misbehavior is high. The more power distance is high, the more the effect of the distributive justice on interpersonal, production and property misbehavior and the effect of the procedural justice on political misbehavior are high. The more masculinity is high, the more the effect of distributive justice on interpersonal and production misbehavior is high. The more long term orientation is high, the more the effect of procedural justice on interpersonal, production and political misbehavior is high and the effect of interpersonal justice on interpersonal misbehavior is low. Based on results of the empirical study, managerial implications that there are needs of different human resource(HR) systems for management of justice in organization according to laborer’s (dimensions of)culture. Lastly limitations of this study and directions for future study were suggested.