The Generational Differences on Perceived Organizational Justice and EVLN Response before and after COVID-19

Abstract

In order to find the reasons for great resignation among MZ generation public employees, this research aimed to analyze the generational differences on perceived organizational justice and EVLN response behavior before and after COVID-19. By conducting a comparative analysis on the 2015 and 2021 ‘Public Employees Perception Survey’ conducted by Korea Institute of Public Administration, this research found that MZ generation had lower levels of perceived distributive justice than old generation in the public sector. Furthermore, their perception on distributive justice changed lower after COVID-19. With considering the fact that the empirical analyses of this research found three types of perceived organizational justice(i.e., distributive justice, procedural justice, interactional justice) were significantly associated with four types of reactive organizational behaviors(i.e., exit, voice, loyalty, neglect), personnel management system for improving public employees perception on organizational justice should be introduced. Especially, the findings of this research implies that the importance of developing current performance-based incentive system of the public sector as MZ generation public employees had responded sensitively to distributive justice.