Private colleges has trained approximately 5.2 million excellent professionals who played a pivotal role in the development of the country, it still accounts for more than 40% of higher education and dedicated to high vocational education both nominally and virtually as the phase center of the function and role of institutions in our country.
However, changes in internal and external educational environment require to enhance the competitiveness of the colleges, determining the level of awareness of private college justice (Distribution justice, procedural justice , Interactive justice) targeted on administrative organization who performs its own development goals and achieve reasonable operating, through this verifying the influence of organizational justice to organizational commitment, providing fundamental data for human resource management strategies, presenting effective method of management for raising organizational commitment which is very important part of administrative organization for private college.
The survey of this study targeted administrative organization of private colleges in Busan. Total 200 questionnaires were distributed and 114 collected, the effect of organizational justice to organizational commitment was empirically analyzed, in order to reaffirm the results of the analysis of data and cover further investigation, the interview was carried out. Analysis results are as follows.
First, the result from the verification of the impact of variable organizational justice to normative commitment shows that no value in a statistically significant impact on affective commitment (+) among the distribution, procedural, Interactive justice. Among other control variables, education, longevity, financial / procurement are impact on affective commitment positively.
Second, the result from the verification of the impact of variable organizational justice to continuous commitment shows that only distribution justice significant impact on affective commitment (+) statistically among the distribution, procedural, Interactive justice. Among the other control variables, the type of employee impact on positively(+) to the organizational commitment, administrative and technical are negative(-) influence on organizational commitment in step 1. However, the type of employee impact on positively(+) to the organizational commitment, administrative, technical and gender are negative(-) influence on organizational commitment in step 2.
Third, the result from the verification of the impact of variable organizational justice to normative commitment shows that only distribution justice significant impact on affective commitment (+) statistically. Among the other control variables, financial / procurement effect on normative commitment positively influence. in both steps 1 and 2.