A Study on the Relationship between Organizational Justice and Impartiality in Private Hospitals

Yıl 2018, Cilt: 21 Sayı: 4, 767 - 788, 29.12.2018

Burhanettin Uysal Metin Ateş

Öz

Organizational justice and impartiality also positively affect the performance of employees along

with their motivation. In order to achieve corporate goals and accomplish the purposes of the

organization, business managers need correctly to manage the perception of impartiality as well as

their perception of justice both for themselves and for their approaches and practices. In the

literature, although there are many studies about organizational justice, there is no study proving the

relationship between organizational justice and impartiality. This is a cross-sectional survey of

employees working in private hospitals to determine the impact of the impartiality principle on

organizational justice. Organizational justice considered as three dimensions and impartiality as two

dimensions and the relationship between dimensions was tried to be dealt with. The analysis of the

data was done with the SPSS 13.00 program and was conducted with 95% confidence level and 5%

tolerance. In the study Spearman correlation test which is one of the nonparametric test techniques

were used to investigate the relationship between dimensions. Besides, multiple regression analysis

was performed between dimensions in the scale. The study included 159 private hospitals in Istanbul.

Sample selection method was used in the study. According to this, questionnaire surveys were

conducted on 460 employees from a total of 16 private hospitals. In accordance with the results of the

correlation analysis, statistically significant and positive relations which have very low, low and

medium strength was found between dimensions of organizational justice and impartiality. According

to the results of regression analysis conducted to determine the effect of impartiality on

organizational justice; impartiality effected interactional justice (F= 35.41, p= 0.000), distributive

justice (F= 37.781, p= 0.000) and procedural justice (F= 6.255, p= 0.000) at the significant level.

13.3% of interactional justice (F= 35.141; p=0.000), 14.2% of distributive justice (F= 37.781; p=

0.000), and 2.7% of procedural justice (F= 6.255; p= 0.000) are explained by impartiality. The

hospital employees generally exhibited a positive approach to the justice dimensions, but they

exhibited a negative approach in the dimension of impartiality. In the study, it emerged that being

neutral in attitudes and behaviors towards the employees of managers were found to be the positive

effect to fair of managers.

Anahtar Kelimeler

Organizational Justice, Impartiality, Private Hospitals, Hospital Employees, Human Resources

Kaynakça

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