The Relationship Between Organizational Fairness, Job Satisfaction, and Organizational Commitment Among Managers of Elderly Job Programs

The purpose of this study is to examine the mediating effect of job satisfaction on the relationship between the perception of organizational fairness and organizational commitment among non-regular workers in the elderly job program. To achieve this, a survey was conducted with 300 managers responsible for the elderly job program in Gangwon Special Self-Governing Province, resulting in 285 valid responses. Among the collected responses, those with missing data, unreliable answers, and responses from regular employees were excluded, leaving 215 responses from non-regular workers for analysis. The mediating effect was verified using hierarchical regression analysis and bootstrapping with SPSS 25.0 and Process Macro v4.2, Model 4. The analysis results indicated that first, an increase in perceived organizational fairness among non-regular workers in the elderly job program leads to an increase in organizational commitment. Second, an increase in perceived organizational fairness is associated with an increase in job satisfaction. Third, an increase in job satisfaction among non-regular workers is linked to an increase in organizational commitment. Fourth, job satisfaction partially mediates the relationship between perceived organizational fairness and organizational commitment. Based on these findings, practical and policy recommendations for improving organizational environments to enhance perceptions of organizational fairness, as well as measures to increase job satisfaction and organizational commitment, are suggested.