This study concerned distributive and procedural justice at public and private research institutes in Korea. In previous study, distributive justice was found to be a more important predictor of pay satisfaction and job(task) satisfaction, than procedural justice, whereas the reverse was true for organizational commitment and subordinates' evaluation of supervisor.
Using self-report data from researchers in public and private research institutes, this study extended previous research examining relative strength of effect of distributive and procedural justice on pay satisfaction, task satisfaction, organizational commitment and subordinates' evaluation of supervisor.
This study also examined the influence of the evaluation of supervisor or upper department on rewards have an effect on subordinates' perception of fairness, the influence of the differences of the frame of reference on perceived fairness, and the differences of perceived fairness in public and private sector researchers.
The effects of distributive and procedural justice on performance variables were the same as previous studies. This study found that the influence of evaluation affect procedural justice, but not distributive justice. This study also found that the public sector researcher's perception of distributive and procedural justice are both lower than that of private sector researcher's. Contrary to previous expectation, the differences of frame of reference had influence merely on distributive justice in public sector.
