수평적 임금격차에 대한 분배공정성 지각이 조직몰입에 미치는 영향: 공공기관 간부 직원을 대상으로

초록

This study empirically analyzes the effect of a performance-based pay system, which is a compensation system for managers in public organizations, on organizational commitment from the perspective of perceived distributive justice regarding horizontal pay dispersion. In this process, we aimed to examine the moderating effect of procedural justice on the relationship between public sector employees’ public service motivation(PSM) and their perception of distributive justice in the performance-based pay system. To do this, we conducted hierarchical regression analysis based on survey data from 246 managers from 20 public organizations. The empirical analysis results showed that the perceived distributive justice regarding horizontal pay dispersion in the performance-based pay system had a positive effect on organizational commitment among organizational members. Furthermore PSM was found to moderate the relationship between perceived distributive justice regarding horizontal pay dispersion and organizational commitment. Specifically, members with high PSM had a high level of organizational commitment regardless of their perceived distributive justice. On the other hand, members with low PSM had higher organizational commitment as their perception of distributive justice regarding horizontal pay dispersion increased. However, procedural justice was not found to moderate the relationship between perceived distributive justice regarding horizontal pay dispersion and organizational commitment.

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