Research Article
BibTex RIS Cite

ÖRGÜTSEL ADALETSİZLİK VE SESSİZLİK İLİŞKİSİNDE ÖRGÜTSEL SİNİZMİN DÜZENLEYİCİ ROLÜ

Year 2018, Volume: 2 Issue: 3, 152 - 175, 26.12.2018

Abstract

Amaç: Bu çalışmanın amacı,
bireylerin örgütsel adaletsizlik algısı ile örgütsel sessizlik ilişkisinde örgütsel
sinizmin düzenleyici (moderatör) rolünü olup olmadığını belirlemektir.



Yöntem: Bu araştırma basit tesadüfi örnekleme
yoluyla seçilen 390 kişi üzerinde yürütülmüştür. Araştırmanın evreni Sağlık
Bakanlığına bağlı Sakarya’da bulunan 4 kamu hastanesi oluşturmaktadır. Verilerin
toplanmasında anket tekniği kullanılmıştır. Örgütsel adaletsizlik algısının
örgütsel sessizlik üzerindeki etkisinde örgütsel sinizmin moderatör rolünü
tespit etmek üzere korelasyon, basit ve çoklu regresyon analizleri
kullanılmıştır. Ayrıca moderatör modelinin anlamlılığını tespit etmek üzere
Process Hayes makrosundan 
faydalanılmıştır. Araştırmada örgütsel adaletsizlik ile örgütsel
sessizlik ilişkisinde örgütsel sinizmin düzenleyici etkisi var mıdır sorusu
cevaplandırılmaya çalışılmıştır.



Bulgular: Yapılan analizler sonucunda örgütsel
adaletsizlik, örgütsel sessizlik ve örgütsel sinizm değişkenleri arasında
ilişkinin olduğu ve örgütsel sessizliğin örgütsel adaletsizlik üzerindeki
etkisinde örgütsel sinizmin moderatör rolünün olduğu anlaşılmıştır.



Sonuç: Araştırmanın sonuçlarına göre, bireyler örgütsel adaletsizlik
algıladıklarında örgütsel sessizlik algıları da yükselmektedir.  Araştırmanın amacı doğrultusunda elde edilen
sonuçlar örgütsel adaletsizlik ve 
sessizlik ilişkisinde örgütsel sinizmin moderatör etkisi olduğu ortaya
koymuştur. 

References

  • ABRAHAM, R. Organizational cynicism: bases and consequences. generic, social, and general, Psychology Monographs, 126:3, 2000, 269-292.
  • AMBROSE, M.L. (2002). Contemporary justice research: a new look at familiar questions. Organizational Behavior And Human Decision Processes, 89, 803–812.
  • AMBROSE, M. L., SEABRİGHT, M.A. ve SCHMİNKE, M. (2002). Sabotage in the workplace: the role of organizational injustice. Organizational Behavior and Human Decision Processes, 89, 974-965.
  • ANDERSSON, L. M. (1996), Employee cynicism: an examination using a contract violation Framework, Human Relations, 49(11): ss. 1395-1418.
  • BEER, M. ve EISENSTAT, R. A. (2000). The silent killers of strategy implementation and learning. Sloan Management Review, 41, 29-40.
  • BEUGRE, Constant D.(2002). Understanding organizational justice and its impact on managing employess: an african perspective, International Journal of Human Resource Management 13:7 November 1091-1104.
  • BERNERTH Jeremy B., ARMENAKIS Achilles A., FEILD Hubert S. ve WALKER H. Jack. Justice, cynicism, and commitment a study ofimportant organizational change variables, The Journal Of Applıed Behavıoral Science, 43:3, September 2007, 303-326.
  • BRANDES, P. (1997). Organızatıonal cynıcısm: its nature, antecedents, and consequences, Doctoral Dissertation, Division of Research and Advanced Studies of the University of Cincinnati.
  • BRINSFIELD, C.T. (2013). Employee silence motives: ınvestigation of dimensionality and development of measures, Journal of Organizational Behavior, 34(5): 671-697.
  • BRINSFIELD, C.T., EDWARDS, M.S., ve GREENBERG, J. (2009); Voice and silence in organizations: historical review and current conceptualizations, voice and silence in organizations chapter 1, Emerald Group Publishing Limited, First Edition, UK, 3-33
  • BROWN, M. ve CREGAN, C. (2008). Organizaiıonal change cynicism: the role of employee involvement, Human Resource Management,Vol:47, No:4, 667– 686
  • BOLTON, L. R., HARVEY, R. D., GRAWITCH, M. J. VE BARBER, L. K. (2012). counterproductive work behaviours in response to emotional exhaustion: a moderated mediational approach. Stress and Health, 28 (3), 222-233
  • CARTWRIGHT, S., ve HOLMES, N. (2006). The meaning of work: the challenge of regaining employee engagement and rejecteducing cynicism. Human Resource Management Review, 16, 199–208.
  • COLE Michael S., Emotions as mediators of perceived supervisor support and psychological hardiness on cynicism, Academy Of Management Best Conference Paper, 2004
  • COLQUİTT, J. A. (2001). On the dimensionality of organizational justice: a construct validation of a measure, Journal of Applied Psychology, 86(3), 386-400.
  • COLQUITT, J. A., SCOTT, B. A., JUDGE, T. A., ve SHAW, J. C.,( 2006). Justice and personality: using ıntegrative theories to derive moderators of justice effects, Organizational Behavior And Human Decision Process, Vol. 100, Issue 1, 110-127.
  • COWHERD, D. M. ve LEVINE, D.i. (1992). Product quality and pay equity between lower-level employees and top management: aninvestigation of distributive justice theory. Administrative Science Quarterly, 37(2), 302- 320.
  • CRAPANZANO, R., BOWEN, D. E., ve GİLLİLAND, S. W. (2007). The management of organizational justice. Academy of Management Perspectives, 21(4), 34–48.
  • ÇAKICI, Ayşehan, (2007). Örgütlerde sessizlik: sessizliğin teorik temelleri ve dinamikleri , Ç.Ü. Sosyal Bilimler Enstitüsü Dergisi, 6 (1), 145-162.
  • DEAN, J. W., BRANDES, P., ve DHARWADKAR, R. (1998). Organizational cynicism. Academy of Management review, 23(2), 341-352.
  • DeCONİNCK, James B. ve BACHMANN, Duane (2005). An analysis of turnover among retail buyers, Journal of Business Research, 58, 874-882.
  • DELKEN, M., (2004).,Organizational cynicism: a study among call centers, (Basılmamış Yüksek Lisans Tezi), University of Maastricht, Maastricht, Hollanda.
  • DIETZ, J., ROBINSON, S. L., FOLGER, R., BARON, L. A., ve SCHULZ, M. (2003). The impact of community violence and an organization’s procedural justice climate on workplace aggression. The Academy of Management Journal, 46(3), 317-326.
  • DONAGHEY J., CULLINANE N., DUNDON T. ve WILKINSON A. (2011). Reconceptualizing employee silence: problems and prognosis. Work, Employment and Society, 25(1), 51-67.
  • DYNE, L.V., ANG, S. ve BOTERO,I.C. (2003).Conceptualizing employee silence and employee voice as multidimensional constructs, Journal of Management Studies, 1359-1392.
  • EFEOĞLU, İ.E. ve İPLIK, E. (2011). Algılanan örgütsel adaletin örgütsel sinizm üzerindeki etkilerini belirlemeye yönelik i̇laç sektöründe bir uygulama. Çukurova Üniversitesi Sosyal Bilimler Enstitüsü Dergisi, 20 (3), 343-360.
  • FELDMAN, D. C. (2000). The Dilbert syndrome how employee cynicism about ineffective managementis changing the nature of careersin organizations. American Behavioral Scientist, 43(8), 1286-1300.
  • FİTZGERALD, Michael R., (2002). Organizational cynicism: its relationship to perceived organizational injustice and explanatory style, Unpublished doctoral dissertation, Cincinnati University.
  • GREENBERG, J, (2001). Setting the justice agenda: seven unanswered questions about what, why, and how, Journal of Vocational Behavior, 58, 210-219.
  • HENRIKSEN, K. ve DAYTON, E. (2006). Organizational Silence And Hidden Threats To Patient Safety. Health Services Research, 41 (4), 1539-1554.
  • JOHNSON J. L. ve O’LEARY-KELLY A.M (2003) The effects of psychological contract breach and organizational cynicism: not all social exchange violations are created equal. Journal of Organizational Behavior. 24, 627–647.
  • KARACAOĞLU Korhan ve CINGÖZ Ayşe.(2009).İşgören sessizliğinin kaynağı olarak liderlik davranışı ve örgütsel adalet algısı. 17.Ulusal Yönetim ve Organizasyon Kongresi, 21-23 Mayıs Eskişehir, 698-705.
  • KORSGAARD, M. A., MEGLINO, B. M. ve LESTER, S. W. (1997). beyond helping: do other-oriented values have broader ımplications ın organizations? Journal of Applied Psychology, 82, 160–77.
  • LIND, E.A. ve KULIK, C.T., (2009), Hear Me Out: Voice And Justice, Greenberg Ve Edwards (Editör), Voice And Silence In Organizations,(135-157), Emerald Group Publishing, United Kingdom,
  • LIU Dan, WU Jun ve MA Jiu-Cheng, J. (2009). Organizational silence: a survey on employees working in a telecommunication company. Computers&Industrial Engineering International Conference on, 1647-1651.
  • MİRVİS, P.H. ve KANTER, D.L., (1991). Beyond demography: a psychographic profile of the workforce, Human Resource Management, 30 (1), 1991, 45-68.
  • MORRİSON Elizabeth Wolfe ve MİLLİKEN Frances J., (2000) Organizational silence: a barrier to change and developmentin a pluralistic, The Academy Of Management Review,; 25, pp. 706 – 725.
  • NARTGÜN, Ş. S. ve V. KARTAL. (2013). Öğretmenlerin örgütsel sinizm ve örgütsel sessizlik hakkındaki görüşleri. Bartın Üniversitesi Sosyal Bilimler Dergisi. 2. 2, 47- 67.
  • NAUS, F., A. ITERSON V.ve ROE R. A.. (2007). Value in congruence, job autonomy, and organization-based self-esteem: a self-based perspective on organizational cynicism. European Journal Of Work And Organizational Psychology. 16.2, 195-219.
  • NOELLE-NEUMANN E.,(2002). Suskunluk sarmalı kuramının medyayı anlamaya katkısı, Medya Kültür Siyaset, (Der. İrvan S.), Alp Yay., Ankara,.
  • ÖZEN, J. (2002). Adalet kuramlarının gelişimi ve örgütsel adalet türleri. hukuk felsefesi ve sosyolojisi arşivi, 5, 107-117.
  • PINDER C.C.ve HARLOS K.P. (2001). Employee silence: quiescence and acquiescence as responses to perceivedinjustice, Researchin Personnel and Human Resources Management, 20: 331-369.
  • PIDERIT, S. K., ve ASHFORD, S.J. (2003). Breaking Silence: tactical choices women managers make in speaking up about gender- Equity issues, Journal of Managment.
  • PILLAI, R., CHESTER A., SCHRİESHEİMAND E., WİLLİAMS. S.,(1999), Fairness perceptions and trust as mediators for transformational and transactional leadership: a two-sample study, Journal of Management, Vol.25, No.6, ss.897- 93.
  • POUSSARD, Jale Minibaş. ve ERKMEN, Turhan (2008), Yönetim, iletişim, kültür. Arıkan Yayınları.
  • PUTTU, J. M. ve ARYEE, S. (1990). Communication in organizations, Group and Organization Management, Vol. 15, No. 1, 44.
  • QİAN, Y. (2007).A Communication model of employee cynicism toward organizational change”, (doktora tezi, ohio university, the scripps college of communication, , PQDT veri tabanı, (7.09.2017 tarihinde ulaşıldı).
  • SKARLİCKİ, D.P., ve KULİK, C.T. (2004). Third- party reactions to employee (mis)treatment: A justice perspective. Researchin Organizational Behavior, 26, 183-229. doi: 10.1016/S0191-3085(04)26005-1.
  • ST-PIERRE ve HOLMES D. (2010) The relationship between organizational justice and workplace aggression. Journal Of Advanced ursing 66 (5), 1169-1182.
  • SUMMERS, L.(2006)., The cynical Americans: living and working in an age of discontent and disillusion (Book review), Personnel Psychology, 43/2, 394-398.
  • TREVİNO, L.K. (1992). The social effects of punishment in organizations: a justice perspective. Academy of Management Review, 17(4), 647-676.
  • VANCE, R. J., S. M. BROOKS, P. E. TESLUCK ve M. J. HOWARD. (1999). Longitudinal and multilevelinfluences on cynical climates and resistance to change. 14th Annual Conference of the Society for Industrial and Organizational Psychology. Atlanta: GA.
  • VAN DEN BOS, K., LIND, E. A., VERMUNT, R., ve WILKE, H. A. M. (1997). How doi judge my outcome wheni do not know the outcome of others? The Psychology Of The Fair Process Effect. Journal Of Personality And Social Psychology, 72, 1034–1046.
  • VANYPEREN, N.W., HAGEDOORN, M., ZWEERS, M., ve POSTMA, S. (2000). Injustice and employees’ destructive responses: the mediating role of state negative effect. Social Justice Research, 13(3), 291–312.
  • VERMUNT, R., ve STEENSMA, H. (2001). “Stress and justice in organizations: An exploration into justice processes with the aim to find mechanisms to reduce stress”. In R. Cropanzano (Ed.), Justice in the workplace: From theory to practice (Vol. 2). Mahwah, NJ: Lawrence Erlbaum Associates, 27-48.
  • WHITENER, E. M., BRODT, S. E, KORSGARD, M. A. ve WERNER, J. M. (1998). “Managers as ınitiators of trust: an exchange relationship framework for understanding managerial trustworthy BehaviorThe Academy of Management Review, 23 (3), 513-530.
  • YÜRÜR, Senay. (2008). Örgütsel adalet ile ı̇ş tatmini ve çalışanların bireysel özellikleri arasındaki ı̇lişkilerin analizine yönelik bir araştırma, Süleyman Demirel Üniversitesi İktisadi ve İdari Bilimler Fakültesi Dergisi, Cilt.13, Sayı.2,.295- 312.
Year 2018, Volume: 2 Issue: 3, 152 - 175, 26.12.2018

Abstract

References

  • ABRAHAM, R. Organizational cynicism: bases and consequences. generic, social, and general, Psychology Monographs, 126:3, 2000, 269-292.
  • AMBROSE, M.L. (2002). Contemporary justice research: a new look at familiar questions. Organizational Behavior And Human Decision Processes, 89, 803–812.
  • AMBROSE, M. L., SEABRİGHT, M.A. ve SCHMİNKE, M. (2002). Sabotage in the workplace: the role of organizational injustice. Organizational Behavior and Human Decision Processes, 89, 974-965.
  • ANDERSSON, L. M. (1996), Employee cynicism: an examination using a contract violation Framework, Human Relations, 49(11): ss. 1395-1418.
  • BEER, M. ve EISENSTAT, R. A. (2000). The silent killers of strategy implementation and learning. Sloan Management Review, 41, 29-40.
  • BEUGRE, Constant D.(2002). Understanding organizational justice and its impact on managing employess: an african perspective, International Journal of Human Resource Management 13:7 November 1091-1104.
  • BERNERTH Jeremy B., ARMENAKIS Achilles A., FEILD Hubert S. ve WALKER H. Jack. Justice, cynicism, and commitment a study ofimportant organizational change variables, The Journal Of Applıed Behavıoral Science, 43:3, September 2007, 303-326.
  • BRANDES, P. (1997). Organızatıonal cynıcısm: its nature, antecedents, and consequences, Doctoral Dissertation, Division of Research and Advanced Studies of the University of Cincinnati.
  • BRINSFIELD, C.T. (2013). Employee silence motives: ınvestigation of dimensionality and development of measures, Journal of Organizational Behavior, 34(5): 671-697.
  • BRINSFIELD, C.T., EDWARDS, M.S., ve GREENBERG, J. (2009); Voice and silence in organizations: historical review and current conceptualizations, voice and silence in organizations chapter 1, Emerald Group Publishing Limited, First Edition, UK, 3-33
  • BROWN, M. ve CREGAN, C. (2008). Organizaiıonal change cynicism: the role of employee involvement, Human Resource Management,Vol:47, No:4, 667– 686
  • BOLTON, L. R., HARVEY, R. D., GRAWITCH, M. J. VE BARBER, L. K. (2012). counterproductive work behaviours in response to emotional exhaustion: a moderated mediational approach. Stress and Health, 28 (3), 222-233
  • CARTWRIGHT, S., ve HOLMES, N. (2006). The meaning of work: the challenge of regaining employee engagement and rejecteducing cynicism. Human Resource Management Review, 16, 199–208.
  • COLE Michael S., Emotions as mediators of perceived supervisor support and psychological hardiness on cynicism, Academy Of Management Best Conference Paper, 2004
  • COLQUİTT, J. A. (2001). On the dimensionality of organizational justice: a construct validation of a measure, Journal of Applied Psychology, 86(3), 386-400.
  • COLQUITT, J. A., SCOTT, B. A., JUDGE, T. A., ve SHAW, J. C.,( 2006). Justice and personality: using ıntegrative theories to derive moderators of justice effects, Organizational Behavior And Human Decision Process, Vol. 100, Issue 1, 110-127.
  • COWHERD, D. M. ve LEVINE, D.i. (1992). Product quality and pay equity between lower-level employees and top management: aninvestigation of distributive justice theory. Administrative Science Quarterly, 37(2), 302- 320.
  • CRAPANZANO, R., BOWEN, D. E., ve GİLLİLAND, S. W. (2007). The management of organizational justice. Academy of Management Perspectives, 21(4), 34–48.
  • ÇAKICI, Ayşehan, (2007). Örgütlerde sessizlik: sessizliğin teorik temelleri ve dinamikleri , Ç.Ü. Sosyal Bilimler Enstitüsü Dergisi, 6 (1), 145-162.
  • DEAN, J. W., BRANDES, P., ve DHARWADKAR, R. (1998). Organizational cynicism. Academy of Management review, 23(2), 341-352.
  • DeCONİNCK, James B. ve BACHMANN, Duane (2005). An analysis of turnover among retail buyers, Journal of Business Research, 58, 874-882.
  • DELKEN, M., (2004).,Organizational cynicism: a study among call centers, (Basılmamış Yüksek Lisans Tezi), University of Maastricht, Maastricht, Hollanda.
  • DIETZ, J., ROBINSON, S. L., FOLGER, R., BARON, L. A., ve SCHULZ, M. (2003). The impact of community violence and an organization’s procedural justice climate on workplace aggression. The Academy of Management Journal, 46(3), 317-326.
  • DONAGHEY J., CULLINANE N., DUNDON T. ve WILKINSON A. (2011). Reconceptualizing employee silence: problems and prognosis. Work, Employment and Society, 25(1), 51-67.
  • DYNE, L.V., ANG, S. ve BOTERO,I.C. (2003).Conceptualizing employee silence and employee voice as multidimensional constructs, Journal of Management Studies, 1359-1392.
  • EFEOĞLU, İ.E. ve İPLIK, E. (2011). Algılanan örgütsel adaletin örgütsel sinizm üzerindeki etkilerini belirlemeye yönelik i̇laç sektöründe bir uygulama. Çukurova Üniversitesi Sosyal Bilimler Enstitüsü Dergisi, 20 (3), 343-360.
  • FELDMAN, D. C. (2000). The Dilbert syndrome how employee cynicism about ineffective managementis changing the nature of careersin organizations. American Behavioral Scientist, 43(8), 1286-1300.
  • FİTZGERALD, Michael R., (2002). Organizational cynicism: its relationship to perceived organizational injustice and explanatory style, Unpublished doctoral dissertation, Cincinnati University.
  • GREENBERG, J, (2001). Setting the justice agenda: seven unanswered questions about what, why, and how, Journal of Vocational Behavior, 58, 210-219.
  • HENRIKSEN, K. ve DAYTON, E. (2006). Organizational Silence And Hidden Threats To Patient Safety. Health Services Research, 41 (4), 1539-1554.
  • JOHNSON J. L. ve O’LEARY-KELLY A.M (2003) The effects of psychological contract breach and organizational cynicism: not all social exchange violations are created equal. Journal of Organizational Behavior. 24, 627–647.
  • KARACAOĞLU Korhan ve CINGÖZ Ayşe.(2009).İşgören sessizliğinin kaynağı olarak liderlik davranışı ve örgütsel adalet algısı. 17.Ulusal Yönetim ve Organizasyon Kongresi, 21-23 Mayıs Eskişehir, 698-705.
  • KORSGAARD, M. A., MEGLINO, B. M. ve LESTER, S. W. (1997). beyond helping: do other-oriented values have broader ımplications ın organizations? Journal of Applied Psychology, 82, 160–77.
  • LIND, E.A. ve KULIK, C.T., (2009), Hear Me Out: Voice And Justice, Greenberg Ve Edwards (Editör), Voice And Silence In Organizations,(135-157), Emerald Group Publishing, United Kingdom,
  • LIU Dan, WU Jun ve MA Jiu-Cheng, J. (2009). Organizational silence: a survey on employees working in a telecommunication company. Computers&Industrial Engineering International Conference on, 1647-1651.
  • MİRVİS, P.H. ve KANTER, D.L., (1991). Beyond demography: a psychographic profile of the workforce, Human Resource Management, 30 (1), 1991, 45-68.
  • MORRİSON Elizabeth Wolfe ve MİLLİKEN Frances J., (2000) Organizational silence: a barrier to change and developmentin a pluralistic, The Academy Of Management Review,; 25, pp. 706 – 725.
  • NARTGÜN, Ş. S. ve V. KARTAL. (2013). Öğretmenlerin örgütsel sinizm ve örgütsel sessizlik hakkındaki görüşleri. Bartın Üniversitesi Sosyal Bilimler Dergisi. 2. 2, 47- 67.
  • NAUS, F., A. ITERSON V.ve ROE R. A.. (2007). Value in congruence, job autonomy, and organization-based self-esteem: a self-based perspective on organizational cynicism. European Journal Of Work And Organizational Psychology. 16.2, 195-219.
  • NOELLE-NEUMANN E.,(2002). Suskunluk sarmalı kuramının medyayı anlamaya katkısı, Medya Kültür Siyaset, (Der. İrvan S.), Alp Yay., Ankara,.
  • ÖZEN, J. (2002). Adalet kuramlarının gelişimi ve örgütsel adalet türleri. hukuk felsefesi ve sosyolojisi arşivi, 5, 107-117.
  • PINDER C.C.ve HARLOS K.P. (2001). Employee silence: quiescence and acquiescence as responses to perceivedinjustice, Researchin Personnel and Human Resources Management, 20: 331-369.
  • PIDERIT, S. K., ve ASHFORD, S.J. (2003). Breaking Silence: tactical choices women managers make in speaking up about gender- Equity issues, Journal of Managment.
  • PILLAI, R., CHESTER A., SCHRİESHEİMAND E., WİLLİAMS. S.,(1999), Fairness perceptions and trust as mediators for transformational and transactional leadership: a two-sample study, Journal of Management, Vol.25, No.6, ss.897- 93.
  • POUSSARD, Jale Minibaş. ve ERKMEN, Turhan (2008), Yönetim, iletişim, kültür. Arıkan Yayınları.
  • PUTTU, J. M. ve ARYEE, S. (1990). Communication in organizations, Group and Organization Management, Vol. 15, No. 1, 44.
  • QİAN, Y. (2007).A Communication model of employee cynicism toward organizational change”, (doktora tezi, ohio university, the scripps college of communication, , PQDT veri tabanı, (7.09.2017 tarihinde ulaşıldı).
  • SKARLİCKİ, D.P., ve KULİK, C.T. (2004). Third- party reactions to employee (mis)treatment: A justice perspective. Researchin Organizational Behavior, 26, 183-229. doi: 10.1016/S0191-3085(04)26005-1.
  • ST-PIERRE ve HOLMES D. (2010) The relationship between organizational justice and workplace aggression. Journal Of Advanced ursing 66 (5), 1169-1182.
  • SUMMERS, L.(2006)., The cynical Americans: living and working in an age of discontent and disillusion (Book review), Personnel Psychology, 43/2, 394-398.
  • TREVİNO, L.K. (1992). The social effects of punishment in organizations: a justice perspective. Academy of Management Review, 17(4), 647-676.
  • VANCE, R. J., S. M. BROOKS, P. E. TESLUCK ve M. J. HOWARD. (1999). Longitudinal and multilevelinfluences on cynical climates and resistance to change. 14th Annual Conference of the Society for Industrial and Organizational Psychology. Atlanta: GA.
  • VAN DEN BOS, K., LIND, E. A., VERMUNT, R., ve WILKE, H. A. M. (1997). How doi judge my outcome wheni do not know the outcome of others? The Psychology Of The Fair Process Effect. Journal Of Personality And Social Psychology, 72, 1034–1046.
  • VANYPEREN, N.W., HAGEDOORN, M., ZWEERS, M., ve POSTMA, S. (2000). Injustice and employees’ destructive responses: the mediating role of state negative effect. Social Justice Research, 13(3), 291–312.
  • VERMUNT, R., ve STEENSMA, H. (2001). “Stress and justice in organizations: An exploration into justice processes with the aim to find mechanisms to reduce stress”. In R. Cropanzano (Ed.), Justice in the workplace: From theory to practice (Vol. 2). Mahwah, NJ: Lawrence Erlbaum Associates, 27-48.
  • WHITENER, E. M., BRODT, S. E, KORSGARD, M. A. ve WERNER, J. M. (1998). “Managers as ınitiators of trust: an exchange relationship framework for understanding managerial trustworthy BehaviorThe Academy of Management Review, 23 (3), 513-530.
  • YÜRÜR, Senay. (2008). Örgütsel adalet ile ı̇ş tatmini ve çalışanların bireysel özellikleri arasındaki ı̇lişkilerin analizine yönelik bir araştırma, Süleyman Demirel Üniversitesi İktisadi ve İdari Bilimler Fakültesi Dergisi, Cilt.13, Sayı.2,.295- 312.
There are 57 citations in total.

Details

Primary Language English
Subjects Business Administration
Journal Section Articles
Authors

Hasan Tutar This is me 0000-0001-8383-1464

Semra Kose 0000-0002-6993-5213

Publication Date December 26, 2018
Submission Date December 4, 2018
Acceptance Date December 5, 2018
Published in Issue Year 2018 Volume: 2 Issue: 3

Cite

APA Tutar, H., & Kose, S. (2018). ÖRGÜTSEL ADALETSİZLİK VE SESSİZLİK İLİŞKİSİNDE ÖRGÜTSEL SİNİZMİN DÜZENLEYİCİ ROLÜ. International Journal of Entrepreneurship and Management Inquiries, 2(3), 152-175.

images?q=tbn:ANd9GcRoj2RSgFvw8N5CG9ZqLQN5NolsDY6Sm-MbIA&usqp=CAU     road-issn.png   download  logo.png 18351   18352       18353    18354  18355     18356    18357     18358


email_ss_1920.png

Journal EMI e-mail Adresi: internationaljournalemi@gmail.com

JOURNAL EMI Creative Commons Attribution 4.0 Uluslararası Lisansı ile lisanslanmıştır.