An Analysis for the Mediating Effect of Organizational Justice on the Performance in the Virtual Organization
Recently, new work practices such as virtual work system, have been introduced in various fields. These contracts for new work practices have changed from the existing face-to-face management practices to the autonomous work systems. Existing work contracts are based on the Weber's theory (1947), in which the bureaucratic and impersonal structure is the most effective means to achieve organization's goals. However, such contracts have been challenged from various fields and there are lacks of new researches on the practices until now. So, the authors examined the effects of new contracts through the performance of virtual teams. To do so, in this paper, the effects of distributional justice, procedural justice and interactive justice on organizational commitment and innovative work behavior are analyzed on the virtual organizations.