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PERFORMANS DEĞERLENDİRME KRİTERLERİNİN ÖRGÜTSEL ADALET VE İŞ TATMİNİ İLİŞKİSİNDEKİ DÜZENLEYİCİ ETKİSİ

Year 2011, Volume: 29 Issue: 2, 115 - 144, 31.12.2011

Pınar Karapınar

Abstract

 

Bu çalışmanın amacı yöntemsel ve dağıtımsal adalet algılamaları ile iş tatmini ilişkilerini ve bu ilişkiler üzerinde performans değerlendirme sistemi kriterlerinin düzenleyici etkilerini incelemektir. Bu amaçla 206 banka çalışanından anket yoluyla elde edilen veriler doğrusal ve hiyerarşik regresyon analizleri  ile değerlendirilmiştir. Yapılan analizlere göre performans değerlendirme kriterlerinin bilinmesi ve bireylerin geribildirimden tatmin olma derecelerinin yöntemsel adalet ve iş tatmini arasındaki ilişkide düzenleyici rolü bulunmaktadır. Buna göre bireyler değerlendirme kriterlerini bildiklerinde ve geribildirimden tatmin oldukları zaman yöntemsel adaletin iş tatmini üzerindeki etkisi daha güçlü olmaktadır. Diğer taraftan, performans değerlendirme kriterlerinden sadece geribildirimden tatmin olmak dağıtımsal adalet ile iş tatmini arasındaki ilişkide düzenleyici rol oynamaktadır.

 

Keywords

Performans değerlendirme dağıtımsal adalet yöntemsel adalet iş tatmini

References

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Year 2011, Volume: 29 Issue: 2, 115 - 144, 31.12.2011

Pınar Karapınar

Abstract

References

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  • Ajzen, I. (1991) “The Theory of Planned Behavior”, Organizational Behavior and Human Decision Processes, 50, 179–211.
  • Alexander, S. and M. Ruderman (1987) “The Role of Procedural and Distributive Justice in Organizational Behavior”, Social Justice Research, 1, 177-198.
  • Ambrose, M.L. and R. Cropanzano (2003) “A Longitudinal Analysis of Organizational Fairness: An Examination of Reactions To Tenure and Promotion Decisions”, Journal of Applied Psychology, 88, 266–275.
  • Ambrose, M.L. and M. Schminke (2009) “The Role of Overall Judgements in Organizational Justice Research: A Test of Mediation”, Journal of Applied Psychology, 94(2), 491-500.
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  • Blau, G. (1999) “Testing the Longitudinal Impact of Work Variables and Performance Appraisal Satisfaction on Subsequent Overall Job Satisfaction”, Human Relations, 52(8), 1099-1113.
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  • Burnett, M.F., I.O. Williamson and K.M. Bartol (2009).“The Moderating Effect of Personality on Employees’ Reactions to Procedural Fairness and Outcome Favorability”, Journal of Business Psychology, 24, 469-484.
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  • Clay-Warner, J., K.A. Reynolds and P. Roman (2005) “Procedural Justice, Distributive Justice: How Experiences with Downsizing Condition Their Impact on Organizational Commitment”, Social Psychology Quarterly, 68(1), 89-102.
  • Cohen-Charash, Y. and P.E. Spector (2001) “The Role of Justice in Organizations: A Meta-Analysis”, Organizational Behavior Human Decision Process, 86(2), 278–321.
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  • Colquitt, J.A., D.E. Conlon, M.J. Wesson, C. Porter and K.Y. Ng (2001) Justice at the Millennium: A Meta-Analytic Review of 25 Years of Organizational Justice Research, Journal of Appied Psychology, 86(3), 425–445.
  • Colquitt, J.A., B.A. Scott, T.A. Judge and J.C. Shaw (2006) “Justice and Personality: Using integrative Theories to Derive Moderators of Justice Effects”, Organizational Behavior and Human Decision Processes, 100, 110-127.
  • Çakar, N.D. ve S. Yıldız (2009) “Örgütsel Adaletin İş Tatmini Üzerindeki Etkisi: Algılanan Örgütsel Destek Bir Ara Değişken Mi?”, Elektronik Sosyal Bilimler Dergisi, 8, 68-90.
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  • Diekmann K.A., Z.I. Barsness and H. Sondak (2004) “Uncertainty, Fairness Perceptions, and Job Satisfaction: A Field Study”, Social Justice Research, 17, 237–255.
  • Dinç, A. ve A. Ceylan (2008). “Kaçak Elektrik Kullanımıyla İlgili İdare Çalışanı Tutumunun Örgütsel Adalet ve İş Memnuniyeti İle İlişkisi, Çalışma Gruplarına Göre Farklılıklar”, C.Ü. İktisadi ve İdari Bilimler Dergisi, 9(2), 13-29.
  • Dipboye, L.R. and R. dePontbriand (1981) “Correlates of Employee Reactions to Performance Appraisal Systems”, Journal of Applied Psychology, 66(2), 248
  • Elanain, H.A. (2010) “Testing the Direct and Indirect Relationship between Organizational Justice and Work Outcomes in a non-Western Context of the UAE”, Journal of Management Development, 29(1), 5-27.
  • Erdogan, B., M.L. Kraimer and R.C. Liden (2001) “Procedural Justice As a Two- Dimensional Construct: An Examination in the Performance Appraisal Account”, Journal of Applied Behavioral Science, 37(2): 205–222.
  • Folger, R., M.A. Konovsky and R. Cropanzano (1992) “A Due Process Metaphor For Performance Appriasal”, Research in Organizational Behavior, 14, 129-177.
  • Greenberg, J. (1986) “Determinants of Perceived Fairness of Performance Evaluations”, Journal of Applied Psychology, 71, 340-342.
  • Greenberg, J. (1993) “The Social Side of Fairness: Interpersonal and Informational Classis of Organizational Justice” in R. Cropanzano (ed.) Justice in the Workplace, Hills Gale, NJ: Lawrance Elbraum, 3-20.
  • Gümüşoğlu, L. ve Z. Aygün- Karakitapoğlu (2010) “Bilgi Çalışanlarının Adalet ve Güçlendirme Algılarının Örgüte, Lidere, ve İşe Bağlılık Üzerindeki Etkileri”, Türk Psikoloji Dergisi, 25(66),21-36.
  • Gürbüz, S. (2008) “İş Tatmini ve Adalet Algısının Örgütsel Vatandaşlık Davranışına Etkisi: Amme İdaresi Dergisi, 41(4), 49-77.
  • Hair, J., B. Black, R. Babin, B. Anderson and R. Tatham (2006) Multivariate Data Analysis (6. ed.) Upper Saddle River, NJ: Prentice-Hall.
  • Harrison, D.A., D.A. Newman and P.L. Roth (2006) “How Important are Job Attitudes? Meta-Analytic Comparisons of Integrative Behavioral Outcomes and Time Sequences”, Academy of Management Journal, 49(2), 305-325.
  • Hofstede, G. (2001) Culture's Consequences: International Differences in Work Related Values, Thousand Oaks, CA: Sage.
  • Holtz, B.C. and C.M. Harold (2009) “Fair Today, Fair Tomorrow? A Longitudinal Investigation of Overall Fairness Perceptions”, Journal of Applied Psychology, 94, 1185–1199.
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  • Huseman, R., J. Hatfield and E. Miles (1987) “A New Perspective on Equity Theory: The Equity Sensitivity Construct”, Academy of Management Review, 12, 222–234.
  • Ilgen, D.R., C.D. Fisher and M.S. Taylor (1979) “Consequences of Individual Feedback on Behavior in Organizations”, Journal of Applied Psychology, 64, 349–371.
  • Inderrieden, E.J., T.J. Keaveny and R.E. Allen (1988) “Predictors of Employee Satisfaction with the Performance Appraisal Process”, Journal of Business and Psychology, 2, 306-310.
  • Irving, P.G., D.F. Coleman and D.R. Bobocel (2005) “The Moderating Effect of Negative Affectivity in the Procedural Justice- Job Satisfaction Relation”, Canadian Journal of Behavioral Science, 37(1), 20-32.
  • Ivancevich, J.M. (1982) “Subordinates’ Reactions To Performance Appraisal Interviews: A Test of Feedback and Goal-Setting Techniques”, Journal of Applied Psychology, 67(5), 581-587.
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There are 83 citations in total.

Details

Primary Language Turkish
Journal Section Articles
Authors

Pınar Karapınar

Publication Date December 31, 2011
Submission Date April 15, 2015
Published in Issue Year 2011 Volume: 29 Issue: 2

Cite

APA Karapınar, P. (2011). PERFORMANS DEĞERLENDİRME KRİTERLERİNİN ÖRGÜTSEL ADALET VE İŞ TATMİNİ İLİŞKİSİNDEKİ DÜZENLEYİCİ ETKİSİ. Hacettepe Üniversitesi İktisadi Ve İdari Bilimler Fakültesi Dergisi, 29(2), 115-144.
AMA Karapınar P. PERFORMANS DEĞERLENDİRME KRİTERLERİNİN ÖRGÜTSEL ADALET VE İŞ TATMİNİ İLİŞKİSİNDEKİ DÜZENLEYİCİ ETKİSİ. Hacettepe Üniversitesi İktisadi ve İdari Bilimler Fakültesi Dergisi. December 2011;29(2):115-144.
Chicago Karapınar, Pınar. “PERFORMANS DEĞERLENDİRME KRİTERLERİNİN ÖRGÜTSEL ADALET VE İŞ TATMİNİ İLİŞKİSİNDEKİ DÜZENLEYİCİ ETKİSİ”. Hacettepe Üniversitesi İktisadi Ve İdari Bilimler Fakültesi Dergisi 29, no. 2 (December 2011): 115-44.
EndNote Karapınar P (December 1, 2011) PERFORMANS DEĞERLENDİRME KRİTERLERİNİN ÖRGÜTSEL ADALET VE İŞ TATMİNİ İLİŞKİSİNDEKİ DÜZENLEYİCİ ETKİSİ. Hacettepe Üniversitesi İktisadi ve İdari Bilimler Fakültesi Dergisi 29 2 115–144.
IEEE P. Karapınar, “PERFORMANS DEĞERLENDİRME KRİTERLERİNİN ÖRGÜTSEL ADALET VE İŞ TATMİNİ İLİŞKİSİNDEKİ DÜZENLEYİCİ ETKİSİ”, Hacettepe Üniversitesi İktisadi ve İdari Bilimler Fakültesi Dergisi, vol. 29, no. 2, pp. 115–144, 2011.
ISNAD Karapınar, Pınar. “PERFORMANS DEĞERLENDİRME KRİTERLERİNİN ÖRGÜTSEL ADALET VE İŞ TATMİNİ İLİŞKİSİNDEKİ DÜZENLEYİCİ ETKİSİ”. Hacettepe Üniversitesi İktisadi ve İdari Bilimler Fakültesi Dergisi 29/2 (December 2011), 115-144.
JAMA Karapınar P. PERFORMANS DEĞERLENDİRME KRİTERLERİNİN ÖRGÜTSEL ADALET VE İŞ TATMİNİ İLİŞKİSİNDEKİ DÜZENLEYİCİ ETKİSİ. Hacettepe Üniversitesi İktisadi ve İdari Bilimler Fakültesi Dergisi. 2011;29:115–144.
MLA Karapınar, Pınar. “PERFORMANS DEĞERLENDİRME KRİTERLERİNİN ÖRGÜTSEL ADALET VE İŞ TATMİNİ İLİŞKİSİNDEKİ DÜZENLEYİCİ ETKİSİ”. Hacettepe Üniversitesi İktisadi Ve İdari Bilimler Fakültesi Dergisi, vol. 29, no. 2, 2011, pp. 115-44.
Vancouver Karapınar P. PERFORMANS DEĞERLENDİRME KRİTERLERİNİN ÖRGÜTSEL ADALET VE İŞ TATMİNİ İLİŞKİSİNDEKİ DÜZENLEYİCİ ETKİSİ. Hacettepe Üniversitesi İktisadi ve İdari Bilimler Fakültesi Dergisi. 2011;29(2):115-44.

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