THE ROLE OF ETHICAL, JUSTICE, AND COMPETITIVE CLIMATE PERCEPTIONS ON EMPLOYEE ENGAGEMENT

Abstract

The importance of the effect of the organizational climate, which reveals the cognitive interpretation of the organizations by the employees, on the personal experiences of the employees and therefore on their individual outputs has been emphasized frequently. With this study, it is aimed to comprehensively evaluate with empirical data within the framework of social exchange theory, which suggests that the organization can provide the expected contribution to the organization to the extent that it supports the psychological needs of the employees. In this context, the effects of ethical, justice and competition climates in organizations on employees' engagement to work and organization is examined. Research data were obtained from the participants with the guided sampling method, which is one of the quantitative research methods. The sample consists of 833 participants from various sectors and positions. According to the findings of the study, the justice climate is effective on employee commitment in terms of both procedural justice and distributive justice, while the benevolence of ethical climate dimensions has a significant effect on employee engagement, while statistically significant results were not obtained for other dimensions. In addition, the results regarding the competitive climate are statistically insignificant. In the study, it is observed that climate types have similar effects in terms of both employee and organizational engagement. The findings of the study reveal that, in parallel with the social exchange theory, employees' engagement to the job and the organization will increase within the framework of the justice and supportive environment expected in the organization, and therefore in appropriate climates, the employees will be willing to make efforts for the organization.

Keywords

• organizational justice
• competitive psychological climate
• ethical climate
• job engagement
• organization engagement
• etik iklim
• adalet iklimi
• rekabetçi iklim
• işe adanmışlık
• kuruma adanmışlık

ETİK, ADALET VE REKABETÇİ İKLİM ALGISININ ÇALIŞAN ADANMIŞLIĞI ÜZERİNDEKİ ROLÜ

Abstract

Örgütlerin çalışanlar tarafından bilişsel yorumunu ortaya koyan örgüt ikliminin çalışanların kişisel deneyimleri ve dolayısıyla bireysel çıktıları üzerindeki etkisinin önemi sıkça vurgulanmıştır. Bu çalışma ile, örgütün çalışanların psikolojik ihtiyaçlarını desteklediği ölçüde, örgüte beklenen katkıyı sağlayabildiklerini öne süren sosyal mübadele teorisi çerçevesinde, ampirik verilerle kapsamlı bir şekilde değerlendirme amaçlanmıştır. Bu kapsamda örgütlerdeki etik, adalet ve rekabet iklimlerinin çalışanların işe ve kuruma adanmışlığına etkisi incelenmiştir. Nicel araştırma yöntemlerinden güdümlü örnekleme yöntemi ile katılımcılardan araştırma verileri elde edilmiştir. Örneklem, çeşitli sektör ve pozisyonda çalışan kesimden 833 katılımcıdan oluşmaktadır. Çalışma bulgularına göre adalet iklimi gerek prosedürel adalet gerekse dağıtımsal adalet açısından çalışanın adanmışlığı üzerinde etkilidir, ayrıca etik iklim boyutlarından yararlılık çalışanların adanmışlığı üzerinde anlamlı etkiye sahip iken diğer boyutlar için istatistiksel olarak anlamlı sonuçlar elde edilememiştir. Buna ilaveten, rekabet iklimi ile ilgilide sonuçlar istatistiksel olarak anlamsızıdır. Çalışmada iklim türlerinin hem çalışan hem de kuruma adanmışlık açısından benzer etkileri olduğu gözlemlenmiştir. Çalışma bulguları sosyal mübadele teorisine paralel biçimde çalışanların örgütte beklediği adalet ve yararlılık ortamı çerçevesinde işe ve kuruma adanmışlıklarının artacağını, dolayısıyla çalışanların uygun iklimlerde örgüt için çaba sarf etmeye istekli olacaklarını ortaya koymaktadır.

Keywords

• etik iklim
• adalet iklimi
• rekabetçi iklim
• işe adanmışlık
• kuruma adanmışlık

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