조직공정성과 직무몰입이 업무성과에 미치는 영향에 관한 연구

Abstract

Recently, the MZ generation-related issues are drawing a lot of attention in Korea. This is due to the fact that the MZ generation are playing an important role as the middle waist and key personnel both in the private and public sectors. They are the future decision-makers in public administration. The competition rate for civil servant exams is declining, while the early retirement of the MZ generation is rapidly increasing. This will cause problems such as threats to the career civil service system and deterioration in the quality of public services. Organizational fairness is defined as the right to be treated fairly without being discriminated against by the organization. Organizational commitment is defined as the willingness to become one with the organization members and to be independent of others in the organization. Work performance is the result that members of an organization wish to achieve the goals of the organization. The MZ generation have various characteristics different from the older generation. Therefore, it is timely to examine the effect of MZ generation's organizational fairness and commitment on work performance. Based on these backgrounds, the research objective of this study is to investigate the organizational and personnel management policy measures focusing on the MZ generation local tax officials in Busan. In order to achieve the research objective, we conduct hypothesis tests and factor analysis using SPSS 27 and SMART PLS 3.0. We find a few empirical results. First, procedural fairness does not have a significant effect on work performance and organizational commitment. This is different result from previous studies. Second, although distribution fairness does not have a significant effect on work performance, but it shows a significant effect on organizational commitment. Third, interaction fairness reveal a significant affect both on work performance and organizational commitment. Finally, organizational commitment has both direct and indirect mediating effects on organizational fairness and work performance. These findings indicate that policy makers should design differentiated organizational and personnel management policies to consider the diverse characteristics of organizations and members, especially the MZ generation.