Only when an organization is fair and just can corporate workers show pride in their job, and work to provide positive attributions and success. In addition, the ability to endure and overcome difficulties and frustrations can be strengthened, and bet... Only when an organization is fair and just can corporate workers show pride in their job, and work to provide positive attributions and success. In addition, the ability to endure and overcome difficulties and frustrations can be strengthened, and better enable workers to perpetuate a positive attitude and hopefulness regarding the company. This thesis thus, conducted research on positive work ethics, based on such a hypothesis. In a market that is rapidly globalizing, and in a nonlinear and dynamic corporate environment where the change of technology is accelerating due to Internet revolution, a company must revolutionize itself in order to increase its standing and success. For this, corporate workers with superior specialized adaptability can such control dynamics with their adaptive abilities. Characteristics of such workers include having strong positive psychological capital, a high emotional satisfaction of one’s work, and an earnest will to fulfill a common goal for the company. This thesis also claims that a positive attribution to the positive psychological capital, job satisfaction, and organizational commitment of corporate workers is the perception of organizational justice. In order to verify this, workers from two industries, construction and manufacturing, which tend to show distinct and contrasting organizational characteristics, and which comprise 40.8% of all corporate workers, were compared. Through a theoretic examination, a research model and hypothesis was set, and a survey took place for the verification of the hypothesis. The collected results were then analyzed for validity and credibility with SPSS 18.0, and each factor was analyzed for any cause-and-effect relationships. The mediator effect was examined, as well as the moderating effect, according to industry standards. As a result of this analysis, the perception of distributive justice, procedural justice, and interactional justice by corporate workers showed a positive correlation with organizational commitment and job satisfaction. However, in a positive psychological capital relationship, only distributive justice and interactional justice showed a positive relationship, and the procedural justice yielded no influence factors. In addition, it appeared that psychological capital showed a positive correlation with job satisfaction and organizational commitment, and job satisfaction also showed a positive relationship with organizational commitment. In the verification of the mediator effect of job satisfaction, a partial mediator effect was shown with the relationship between the perception of organizational justice and organizational commitment, and between the relationship of psychological capital and organizational commitment. The mediator effect of positive psychological capital was only dismissed for procedural justice in the relationship of the perception of organizational justice and organizational commitment; and in the relationship of distributed justice, interaction justice, and organizational commitment, a partial mediator effect appeared to exist. The moderating effect according to the type of business was proved to exist by showing that in the relationships of procedure justice and organizational commitment, psychological capital and organizational commitment, and job satisfaction and organizational commitment, manufacturing industry workers showed a higher level, while construction industry workers showed higher levels in terms of procedural justice and job satisfaction. Such results show that when a company runs an organization fairly, the positive psychological capital of its workers increases, their job satisfaction rises, which results in heightened organizational commitment, whereas the success of the company is directly linked to the success of individual employees. As justice is the keyword, this also lets us know that when it comes to acknowledging a worker, a certain uniqueness by each industry exists, and that differentiated approaches must be made. In an environment where complexity, interaction, chaos, and opportunities coincide, for instance, a company must make a profit as a perpetually evolving entity. For this to happen, there is a necessity for workers with dynamic adaptive capabilities who can respond to the evolving needs of customers. It is thus implied that a strategy that raises the level of the psychological capital, job satisfaction, and organizational commitment of workers by strengthening justice is necessary. The survey comparing construction and manufacturing workers was concentrated in the Seoul and Gyeonggi areas, thus failing to select generalized samples, according to the gender, academic ability, and age of worker. Due to the characteristics of the research model, psychographic factors such as behaviors and attitude changes are excluded, thus weakening the alternative effort to overcome injustice, dissatisfaction, and discord. Research that combines the Elaboration-Likelihood Theory and Self Determination Theory is, therefore, needed.
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