Research Article
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The Effect of Interactional Justice on Work Engagement through Conscientiousness for Work

Year 2020, Issue: 61, 65 - 84, 30.06.2020

Gökhan Kerse Atılhan Naktiyok

https://doi.org/10.26650/JECS2018-0025

Abstract

This research examines the direct and indirect effects of interactional justice perception of employees in the manufacturing sector on their levels of work engagement. The research adopted the view of social exchange theory and tried to determine whether interactional justice affects work engagement through conscientiousness for work. Social exchange is an approach that suggests that employees feel obliged to pay for resources if the organization provides valuable resources to the employee. In the study, which considers the perspective of social change, it was thought that if managers in the organization exhibit fairly behavior toward the employees, the latter will respond with conscientiousness for work and exhibit work engagement behavior. In addition, the conscientiousness (mediator) was considered to be a job-related situation rather than a general personality trait. The data were obtained from 156 employees at a manufacturing firm operating in Turkey. In the study, exploratory and confirmatory factor analysis, correlation analysis, path analysis and structural equation modeling analysis were conducted. In the analyses, it was observed that the perception of interactional justice positively affects both conscientiousness for work and work engagement. The findings of the analysis also show that the effect of interactional justice on work engagement is partially mediated by conscientiousness for work. All findings are discussed from the perspective of the cultural context in Turkey.

Keywords

Interactional justice conscientiousness for work work engagement manufacturing sector

References

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İşe İlişkin Sorumluluk Bağlamında Etkileşim Adaletinin İşe Bağlanmaya Etkisi

Year 2020, Issue: 61, 65 - 84, 30.06.2020

Gökhan Kerse Atılhan Naktiyok

https://doi.org/10.26650/JECS2018-0025

Abstract

Bu araştırmanın amacı imalat sektörü çalışanlarının etkileşim adaleti algısının işe bağlanma düzeylerine doğrudan ve dolaylı etkilerini belirlemektir. Bu doğrultuda etkileşim adaletinin işe ilişkin sorumluluk yoluyla işe bağlanmayı etkileyip etkilemediği sosyal değişim teorisi bakış açısıyla incelenmiştir. Sosyal değişim örgütün çalışanlara değerli kaynaklar sağlamasıyla çalışanların da bu kaynakların karşılığını verme yükümlülüğü hissettiğini öne süren bir yaklaşımdır. Araştırmada sosyal değişim bakış açısı dikkate alınarak örgüt yöneticilerinin çalışanlara adaletli davranışlar sergilemesi davranışına, çalışanların işe ilişkin sorumluluk ve işe bağlanma davranışıyla karşılık vereceği düşünülmüş ve bu doğrultuda araştırma hipotezleri oluşturulmuştur. Bunun yanında, araştırma sorumluluk değişkenini (aracı değişken) genel bir kişilik özelliği olarak değerlendirmemiş; işle ilgili bir durum olarak ele almıştır. Araştırma verileri Türkiye’de faaliyet gösteren bir imalat işletmesindeki 156 çalışandan anket tekniği ile elde edilmiştir. Araştırmada açıklayıcı ve doğrulayıcı faktör analizleri, korelasyon analizi, yol analizi ve yapısal eşitlik modellemesi analizi kullanılmıştır. Analizlerde etkileşim adaleti algısının hem işe ilişkin sorumluluğu hem de işe bağlanmayı pozitif yönde etkilediği belirlenmiştir. Analiz bulguları işe ilişkin sorumluluk duygusunun artmasıyla işe bağlanmanın da arttığını göstermiştir. Ayrıca bulgulardan etkileşim adaletinin işe bağlanmaya etkisinde işe ilişkin sorumluluğun kısmi aracı rol üstlendiği tespit edilmiştir. Elde edilen bulgular Türkiye’deki kültürel bağlam dikkate alınarak tartışılmıştır.

Keywords

Etkileşim adaleti işe ilişkin sorumluluk işe bağlanma imalat sektörü

References

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  • Akanni, A. A., & Oduaran, C. A. (2017). Work-life balance among academics: do gender and personality traits really matter?. Gender and Behavior, 15(4), 10143–10154.
  • Akhtar, R., Boustani, L., Tsivrikos, D., & Chamorro-Premuzic, T. (2015). The engageable personality: personality and trait ei as predictors of work engagement. Personality and Individual Differences, 73, 44–49.
  • Aksit Asik, N. (2016). The impact of organizational justice on job engagement: An application in hotels. The Journal of Academic Social Science Studies, 49, 87–97.
  • Alkailani M., & Aleassa, H. (2017). The effect of organizational justice on its citizenship behavior among sales personnel in the banking sector in Jordan. International Journal of Business, Marketing, and Decision Sciences, 10(1), 60–75.
  • Alok, K., & Israel, D. (2012). Authentic leadership & work engagement. The Indian Journal of Industrial Relations, 47(3), 498–510.
  • Bakker, A. B., & Demerouti, E. (2008). Towards a model of work engagement. Career Development International, 13(3), 209–223.
  • Bakker, A. B., Demerouti, E., & ten Brummelhuis, L. L. (2012). Work engagement, performance, and active learning: The role of conscientiousness. Journal of Vocational Behavior, 80, 555–564.
  • Baron, R. M., & Kenny, D. A. (1986). The moderator-mediator variable distinction in social psychological research conceptual, strategic and statistical considerations. Journal of Personality and Social Psychology, 51(6), 1173–1182.
  • Bies, R. J., & Moag, J. S. (1986). Interactional justice: Communication criteria of fairness. In Lewicki, R. J., Sheppard, B. H. and Bazerman, M. H. (Eds.), Research on negotiation in organizations, JAI Press, Greenwich, CT, pp. 43–55.
  • Blau, P. (1964). Exchange and power in social life. New York: Wiley.
  • Breevaart, K., Bakker, A. B., Demerouti, E., & van den Heuvel, M. (2015). Leader-member exchange, work engagement, and job performance. Journal of Managerial Psychology, 30(7), 754–770.
  • Cagliyan, V., Attar, M., & Derra, M. El N. (2017). The relationship between organizational justice perception and organizational commitment: A Study on Doğuş Otomotiv Authorized Dealers in Konya. Suleyman Demirel University, The Journal of Faculty of Economics and Administrative Sciences, 22(2), 599–612.
  • Celik, M., Turunc, O., & Bilgin, N. (2014). The impact of percieved justice of employees on psychological capital: Moderating effect of employee well-being. DEU Journal of GSSS, 16(4), 559–585.
  • Cetin, F., Yeloglu, H. O., & Basim, H. N. (2015). Psikolojik dayanıklılığın açıklanmasında beş faktör kişilik özelliklerinin rolü: Bir kanonik ilişki analizi. Turkish Journal of Psychology, 30(75), 81–92.
  • Choi, B. K., Moon, H. K., Nae, E. Y., & Ko, W. (2013). Distributive justice, job stress, and turnover intention: Crosslevel effects of empowerment climate in work groups. Journal of Management & Organization, 19(3), 279–296.
  • Choo, L.S. (2016). A study of the role of work engagement in promoting service-oriented organizational citizenship behavior in the Malaysian hotel sector. Global Business and Organizational Excellence, 35(4), 28–43.
  • Christian, M. S., Garza, A. S., & Slaughter, J. E. (2011). Work engagement: A quantitative review and test of its relations with task and contextual performance. Personnel Psychology, 64, 89–136.
  • Ciavarella, M. A., Buchholtz, A. K., Riordan, C. M., Gatewood, R. D., & Stokes, G.S. (2004). The big five and venture survival: Is there a linkage?. Journal of Business Venturing, 19(4), 465–483.
  • Cohen-Charash, Y., & Spector, P. E. (2001). The role of justice in organizations: A meta-analysis. Organizational Behavior and Human Decision Processes, 86(2), 278–321.
  • Collins, B. J., & Mossholder, K. W. (2017). Fairness means more to some than others: Interactional fairness, job embeddedness, and discretionary work behaviors. Journal of Management, 43(2), 293–318.
  • Colquitt, J. A., Conlon, D. E., Wesson, M. J., Porter, C. O. L. H., & Ng, K. Y. (2001). Justice at the Millennium: A meta-analytic review of 25 years of organizational justice research. Journal of Applied Psychology, 86(3), 425–445.
  • Costa, Jr P. T., McCrae, R. R., & Dye, D. A. (1991). Facet scales for agreeableness and conscientiousness: A revision of the neo personality inventory. Personality and Individual Differences, 12(9), 887–898.
  • Cropanzano, R., Bowen, D. E., & Gilliland, S. W. (2007). The management of organizational justice. Academy of Management Perspectives, November, 34–48.
  • Cropanzano, R., & Mitchell, M. S. (2005). Social exchange theory: An interdisciplinary review. Journal of Management, 31(6), 874–900.
  • Dahanayake, P., Rajendran, D., Selvarajah, C., & Ballantyne, G. (2018). Justice and fairness in the workplace: A trajectory for managing diversity. Equality, Diversity and Inclusion: An International Journal, 37(5), 470–490.
  • Enwereuzor, I. K., Ugwu, L. I., & Eze, O. A. (2018). How transformational leadership influences work engagement among nurses: Does person–job fit matter?. Western Journal of Nursing Research, 40(3), 346–366.
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There are 91 citations in total.

Details

Primary Language English
Subjects Sociology
Journal Section Research Articles
Authors

Gökhan Kerse This is me 0000-0002-1565-9110

Atılhan Naktiyok This is me 0000-0001-6155-5745

Publication Date June 30, 2020
Submission Date August 31, 2018
Published in Issue Year 2020 Issue: 61

Cite

APA Kerse, G., & Naktiyok, A. (2020). The Effect of Interactional Justice on Work Engagement through Conscientiousness for Work. Journal of Economy Culture and Society(61), 65-84. https://doi.org/10.26650/JECS2018-0025
AMA Kerse G, Naktiyok A. The Effect of Interactional Justice on Work Engagement through Conscientiousness for Work. Journal of Economy Culture and Society. June 2020;(61):65-84. doi:10.26650/JECS2018-0025
Chicago Kerse, Gökhan, and Atılhan Naktiyok. “The Effect of Interactional Justice on Work Engagement through Conscientiousness for Work”. Journal of Economy Culture and Society, no. 61 (June 2020): 65-84. https://doi.org/10.26650/JECS2018-0025.
EndNote Kerse G, Naktiyok A (June 1, 2020) The Effect of Interactional Justice on Work Engagement through Conscientiousness for Work. Journal of Economy Culture and Society 61 65–84.
IEEE G. Kerse and A. Naktiyok, “The Effect of Interactional Justice on Work Engagement through Conscientiousness for Work”, Journal of Economy Culture and Society, no. 61, pp. 65–84, June 2020, doi: 10.26650/JECS2018-0025.
ISNAD Kerse, Gökhan - Naktiyok, Atılhan. “The Effect of Interactional Justice on Work Engagement through Conscientiousness for Work”. Journal of Economy Culture and Society 61 (June 2020), 65-84. https://doi.org/10.26650/JECS2018-0025.
JAMA Kerse G, Naktiyok A. The Effect of Interactional Justice on Work Engagement through Conscientiousness for Work. Journal of Economy Culture and Society. 2020;:65–84.
MLA Kerse, Gökhan and Atılhan Naktiyok. “The Effect of Interactional Justice on Work Engagement through Conscientiousness for Work”. Journal of Economy Culture and Society, no. 61, 2020, pp. 65-84, doi:10.26650/JECS2018-0025.
Vancouver Kerse G, Naktiyok A. The Effect of Interactional Justice on Work Engagement through Conscientiousness for Work. Journal of Economy Culture and Society. 2020(61):65-84.
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