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This study deals with the impacts of procedural justice, distributive justice, and interactional justice on organizational commitment and job satisfaction of employees of domestic companies having various business Received(May 15, 2019), Review Result(May 29, 2019) Accepted(July 12, 2019), Published(July 31, 2019) Graduate Student, 04310, Dept. Human Resource Development Policy, Sookmyung Women's Univ., Cheongpa-ro, Yongsan-gu, Seoul, korea E-mail: mihyun323@naver.com Moderating Effect Analysis of Interactional Justice on Relation of Distributive Justice and Procedural Justice to Job Satisfaction and Organizational Commitment Copyright c 2019 HSST 912 categories and business volumes, using the data of the 6th year (2015) of the “Human Capital Corporate Panel (HCCP)”, which is midand long -term panel and tracking survey data targeting over 500 domestic companies and 10,000 employees. The results of the study are as specified below: First, distributive justice and procedural justice showed a positive (+) relationship with job satisfaction. Second, distributive justice and procedural justice showed a positive (+) relationship with organizational commitment. Third, there was a moderating effect of interactional justice in terms of the impact of distributive justice on job satisfaction and organizational commitment. Fourth, there was a moderating effect of interactional justice in terms of the impact of procedural justice on organizational commitment, but there was no moderating effect of interactional justice in terms of impact on job satisfaction. The positive (+) relationship between distributive justice and job satisfaction; and procedural justice and organizational commitment is the same as that of overseas studies, but the positive (+) relationship between distributive justice and organizational commitment; and procedural justice and job satisfaction is different from that of overseas studies. Most studies on domestic organizational justice are targeting specific samples and there are not enough studies based on a comprehensive sample of various industries and volumes of Korean companies with unique organizational culture and characteristics. Therefore, it seems inevitable to rely on overseas study data which seems to have limitation for application in Korea. It is believed that the results of this study will contribute to the prediction of competitiveness enhancement to cope with long-term environmental changes of domestic companies. In this regard, a follow-up study relating to policy support and diagnosis for the improvement of organizational performances of domestic companies is suggested based thereon.

분배공정성, 절차공정성의 직무만족, 조직몰입 관계에서 상호작용공정성의 조절효과분석