THE IMPACT OF PERCEIVED ORGANIZATIONAL JUSTICE ON EMPLOYEES' JOB SATISFACTION AND INTENTION TO LEAVE

Year 2018, Volume: 7 Issue: 2, 333 - 352, 01.04.2018

Mehmet Ulutaş

Abstract

Justice, which has studied on many philosophers from Aristotle to Platon, has become a concept that Adams' theory of inequity must also emphasize on organizations and administrators. Because employees seek equity and justice by comparing the conditions they have with their co-workers; If they do not have equal and fair working conditions, they show various reaction. For this reason, the study addresses the relationship between perception of organizational justice and job satisfaction and turnover intention. In the study, organizational justice perception is examined in two sub-dimensions as procedural and distributive. The data were collected through a questionnaire returned by the employees in nineteen seperate companies operating in different sectors in Konya Industrial Area, including the first five hundred and the second five hundred largest industrial establishments in Turkey. Factor analysis, correlation analysis and regression analysis were conducted on the data. The results showed that both sub-dimension of organizational justice perception are significantly and positively related to job satisfaction and significantly and negatively related to their turnover intention

Keywords

Organizational Justice Perception, Distributive Justice, Procedural Justice

Örgütsel Adalet Algısı’nın Çalışanların İş Doyumu ve İşten Ayrılma Eğilimine Etkisi

Abstract

Aristoteles'ten Platon'a kadar bir çok filozofun üzerinde çalıştığı adalet, Adams'ın eşitsizlik teorisi ile örgütlerin ve yöneticilerinin de üzerinde durması gereken bir kavram haline gelmiştir. Çünkü işgörenler, sahip oldukları koşulları iş arkadaşlarıyla kıyaslamak suretiyle eşitlik ve adalet aramakta; aradıkları bu eşit ve adil çalışma şartlarına sahip değillerse, bu duruma birtakım tepkiler göstermektedirler. Bu sebeple çalışma, örgütsel adalet algısı ile çalışanların iş doyumu ve işten ayrılma eğilimi arasındaki ilişkiyi ele almaktadır. Örgütsel adalet algısı, prosedürel ve dağıtımsal olarak iki alt boyutta incelenmiştir. Veriler, Konya Sanayi Bölgesi'nde farklı sektörlerde faaliyet gösteren, içlerinde Türkiye'nin ilk beşyüz ve ikinci beşyüz büyük sanayi kuruluşu da bulunan ondokuz ayrı işletmenin çalışanları üzerinde yapılan bir anket çalışmasıyla elde edilmiştir. Verilere faktör analizi, korelasyon analizi ve regresyon analizi yapılmıştır. Elde edilen sonuçlar, örgütsel adalet algısının her iki alt boyutunun da, çalışanların iş doyumu ile anlamlı ve pozitif yönde ve işten ayrılma eğilimi ile anlamlı ve negatif yönde ilişkili olduğunu göstermiştir

Keywords

Örgütsel Adalet Algısı, Dağıtımsal Adalet, Prosedürel Adalet

References

• Adams, J. S. (1966). Inequity In Social Exchange. Advances in Experimental Social Psychology, 2(C), 267–299. https://doi.org/10.1016/S0065-2601(08)60108-2
• Al-zu’bi, H. A. (2010). A Study of Relationship between Organizational Justice and Job Satisfaction. International https://doi.org/10.5539/ijbm.v5n12p102 of Business and Management, 5(12), 102–109.
• Ambrose, M. L., Schminke, M. (2003). Organization structure as a moderator of the relationship between procedural justice, interactional justice, perceived organizational support, and supervisory trust. Journal of Applied Psychology, 88(2), 295–305. https://doi.org/10.1037/0021-9010.88.2.295
• Appollis, V. (2010). The relationship between intention to quit, pyschological capital and job satisfaction in the tourism industry in the Western Cape. Retrieved from http://etd.uwc.ac.za/xmlui/handle/11394/2302
• Arkoubi, K. Al, Bishop, J., Scott, D. (2011). An Investigation of the Determinants of Turnover Intention Among Drivers. Retrieved from http://www.swdsi.org/swdsi07/2007_proceedings/papers/470.pdf
• Bağcı, Z., Demir, G. (2017). Örgütlerde Adalet Algısının İş Tatmini Üzerine Etkisi: Akdeniz Üniversitesi İdari Personel Üzerinde Bir Araştırma. Manas Sosyal Araştırmalar Dergisi, 6(4), 343–357.
• Bakhshi, A., Kumar, K., Rani, E. (2009). Organizational justice perceptions as predictor of job satisfaction and organization commitment. International Journal of Business and Management, 4, 145–154. https://doi.org/10.5539/ijbm.v4n9p145
• Bakri, N., Ali, N. (2015). The impact of organizational justice on turnover intention of Bankers of KPK, Pakistan: The mediator role of organizational commitment. Asian Social Science, 11(21), 143–147. https://doi.org/10.5539/ass.v11n21p143
• Bies, R. J. (2001). Interactional (In)justice: The Sacred and the Profane. Advances in Organizational Justice.
• Bies, R. J., Moag, J. S. (1986). Interactional justice: communication criteria of fairness. In Research in negotiations in organizations (pp. 43–55). https://doi.org/10.1111/j.1559-1816.2004.tb02581.x
• Blodgett, J. G., Hill, D. J., Tax, S. S. (1997). The effects of distributive, procedural, and interactional justice on postcomplaint behavior. Journal of Retailing, 73(2), 185–210. https://doi.org/10.1016/S0022- 4359(97)90003-8
• Cropanzano, R., Prehar, C. A., Chen, P. Y. (2002). Using social exchange theory to distinguish procedural from interactional https://doi.org/10.1177/1059601102027003002 Group and Organization Management, 27(3), 324–351.
• Çakır, Ö. (2006). Ücret Adaletinin İş Davranışları Üzerine Etkisi. Kamu İşletmeleri İşverenleri Sendikası, Ankara.
• Daniels, A. (2004). Listening to New Zealand nurses: a survey of intent to leave, job satisfaction, job stress, and burnout. Retrieved from http://aut.researchgateway.ac.nz/handle/10292/199
• Folger, R., Cropanzano, R. (2001). Fairness theory : Justice as accountability. In Advances in Organizational Justice (pp. 1–55). https://doi.org/10.1007/s00330-011-2364-3
• Folger, R., Konovsky, M. A. (1989). Effects of Procedural and Distributive Justice on Reactions to Pay Raise Decisions. Academy of Management Journal, 32(1), 115–130. https://doi.org/10.2307/256422
• Fun, C. H. a K. (2007). Work-Life Balance : The Impact of Family Friendly Policies on Employees ’ Job Satisfaction sca.hkbu.edu.hk/trsimage/hp/05003458.pdf Intention. Group, (April). Retrieved from http://lib
• Kalay, F. (2016). İşletmelerde Örgütsel Adaletin İşgören Performansı Üzerindeki Etkisi: Teorik Bir İnceleme. Kastamonu Üniversitesi İktisadi ve İdari Bilimler Fakültesi Dergisi, 11, 147–158.
• Kaneshiro, P. (2008). Analyzing the Organizational Justice, Trust and Commitment Relationship in a Public Organization. Arizona, Northcentral University.
• Khatri, N., Budhwar, P., Fern, C. T. (1999). Employee Turnover: Bad Attitude or Poor Management?
• King, R., Xia, W. (2001). Retaining IS talents in the new millennium: effects of socialization on IS professionals’ role adjustment and organizational attachment. Proceedings of the 2001 ACM SIGCPR Conference on …, 144–156. https://doi.org/10.1145/371209.371228
• Knudsen, H., Ducharme, L., Roman, P. (2008). Clinical supervision, emotional exhaustion, and turnover intention: A study of substance abuse treatment counselors in the Clinical Trials Network of the National https://doi.org/10.1016/j.jsat.2008.02.003 Drug Abuse. Journal of Substance Abuse Treatment, 35(4).
• Lewis, M. (2010). Causal factors that influence turnover intent in a manufacturing organisation. Retrieved from http://www.repository.up.ac.za/handle/2263/23141
• Liu, Y. (2005). Investigating turnover intention among emergency communication specialists. Graduate Theses and Dissertations. Retrieved from http://scholarcommons.usf.edu/etd/744
• Loi, R., Yang, J., Diefendorff, J. M. (2009). Four-Factor Justice and Daily Job Satisfaction: A Multilevel Investigation. Journal of Applied Psychology, 94(3), 770–781. https://doi.org/10.1037/a0015714
• Masdia, M. (Universiti U. M. (2009). Job Satisfaction and Turnover Intention Among the Skilled Personnel in TRIplc Berhad. Retrieved from http://etd.uum.edu.my/id/eprint/1826
• McKay, P. F., Avery, D. R., Tonidandel, S., Morris, M. A., Hernandez, M., Hebl, M. R. (2007). Racial differences in employee retention: Are diversity climate perceptions the key? Personnel Psychology, 60(1), 35–62. https://doi.org/10.1111/j.1744-6570.2007.00064.x
• Moynihan, D. P., Pandey, S. K. (2008). The ties that bind: Social networks, Person-organization value fit, and turnover intention. Journal of Public Administration Research and Theory, 18(2), 205–227. https://doi.org/10.1093/jopart/mum013
• Muhammad, M. A., Jamilha, F. M. (2010). Level Of Job Satisfaction and Intent to Leave Among Malaysian Nurses. http://www.saycocorporativo.com/saycouk/bij/journal/vol3no1/article_10.pdf Intelligence Journal -January, 3(1). Retrieved from
• Nadiri, H., Tanova, C. (2010). An investigation of the role of justice in turnover intentions, job satisfaction, and organizational citizenship behavior in hospitality industry. International Journal of Hospitality Management, 29(1), 33–41. https://doi.org/10.1016/j.ijhm.2009.05.001
• Paré, G., Tremblay, M., Lalonde, P. (2000). The measurement and antecedents of turnover intentions among IT professionals. https://depot.erudit.org/id/000298dd?mode=full Working Papers, (0), 1–36. Retrieved from
• Ponnu, C. H., Chuah, C. C. (2010). Organizational commitment, organizational justice and employee turnover in Malaysia. African Journal of Business Management, 4(13), 2676–2692.
• Poon, J. M. L. (2012). Distributive Justice, Procedural Justice, Affective Commitment, and Turnover Intention: A Mediation-Moderation Framework. Journal of Applied Social Psychology, 42(6), 1505–1532. https://doi.org/10.1111/j.1559-1816.2012.00910.x
• Skarlicki, D. P., Folger, R. (1997). Retaliation in the workplace: The roles of distributive, procedural, and interactional justice. Journal of Applied Psychology, 82(3), 434–443. https://doi.org/10.1037/0021- 9010.82.3.434
• Tyler, T. R., Blader, S. L. (2003). The Group Engagement Model: Procedural Justice, Social Identity, and Cooperative https://doi.org/10.1207/S15327957PSPR0704_07 Personality and Social Psychology Review.
• Usmani, S., Jamal, S. (2013). Impact of Distributive Justice , Procedural Justice , Interactional Justice , Temporal Justice , Spatial Justice on Job Satisfaction of Banking Employees. Review of Intehrative Business http://search.proquest.com.simsrad.net.ocs.mq.edu.au/docview/1514370924/5E5DFCCC78A5411APQ/ 4?accountid=12219# Research, 2(1), 351–383. Retrieved from
• Williams, A., Welch, L., Chairperson, C., Virginia, W. (2003). Stress, Satisfaction, and Intent to Lea. Thesis Submitted, www.ibrarian.net/navon/paper/Stress__Satisfaction__and_Intent_to_Leave.pdf?...%5Cn 70. Retrieved from
• Yüksel, M. (2017). Belediye Çalışanlarının Örgütsel Adalet Algılarının Örgütsel Vatandaşlık Davranışlarına Etkisi: Samsun İlkadım Belediyesi Çalışanları Üzerine Bir Araştırma. Manas Sosyal Araştırmalar Dergisi, 6(4), 429–445.
• Zagladi, A. N., Hadiwidjojo, D., Rahayu, M., Noermijati. (2015). The Role of Job Satisfaction and Power Distance in Determining the Influence of Organizational Justice Toward the Turnover Intention. Procedia - Social and Behavioral Sciences, 211, 42–48. https://doi.org/10.1016/j.sbspro.2015.11.007
• Zapata-Phelan, C. P., Colquitt, J. A., Scott, B. A., Livingston, B. (2009). Procedural justice, interactional justice, and task performance: The mediating role of intrinsic motivation. Organizational Behavior and Human Decision Processes, 108(1), 93–105. https://doi.org/10.1016/j.obhdp.2008.08.001