The purpose of this study is to examine the dynamic relationships among locus of control as a individual traits, the three organizational equity factors(distributive equity, procedural equity and interactional equity), individual attitudes and behaviors(job satisfaction, organizational commitment and turnover intention). In this study, we designed research model based on extensive literature review and tested each hypothesis through empirical analysis of which single public organization was the subject. The results are as follows: locus of control negatively affect all the three equity factors. And distributive equity positively affect job satisfaction whereas both procedural equity and interactional equity positively affect organizational commitment. Also only organizational commitment not job satisfaction positively affect turnover intention. The various implications to manage organizational equity, job satisfaction and organizational commitment and the limitations of the study and directions for future research were discussed.

1. 서론
 2. 이론 고찰 및 가설의 설정
  2.1 조직 공정성 및 통제의 위치
  2.2 조직공정성과 직무만족, 조직몰입 그리고 이직의도
 3. 연구 모형 설계
  3.1 표본의 특성
  3.2 연구변수의 조작적 정의 및 신뢰성
   3.2.1 분배공정성
   3.2.2 절차공정성
   3.2.3 상호작용공정성
   3.2.4 통제의 위치(Locus of Control)
   3.2.5 직무만족
   3.2.6 조직 몰입
   3.2.7 이직 의도
  3.3 신뢰성 검증
 4. 실증분석 결과
  4.1. 기술통계 및 상관관계 분석
  4.2. 모델의 적합도 평가
  4.3. 연구가설 검증
 5. 결론 및 토의
  5.1. 결론 및 시사점
  5.2 연구의 한계 및 제언
 참고문헌

• 이철기(한국기술교육대학교 산업경영학부 조교수, School. of Industrial Management, Korea University of Technology and Education) | Cheol Ki Lee
• 이광희(금오공과대학교 산업경영학과 교수, Dept. of Industrial Management, Kumoh National Institute of Technology) 교신 저자