THE INFLUENCE OF ORGANIZATIONAL JUSTICE ON THE TURNOVER INTENTION: A STUDY IN THE REPUBLIC OF SOUTH AFRICA

Abstract

The aim of this study is to determine the organizational justice perception of employees as an indicator of turnover intention. For the field study conducted to this end, 100 textiles employees working in a textile company in South African Republic were selected as sample group. In this present study, frequency, percentage, factor, reliability and validity analyses have been used so as to determine the perception of distribution, procedure, interaction, three elements of organizational justice, and turnover intention. Correlation analysis has been used to determine the relationship between the organizational justice perception and the turnover intention of the employees. Finally, ANOVA and t test have been used to analyze the data related to whether the organizational justice perception and turnover intention of the employees change in terms of their demographic characteristics. The result of the analyses, a meaningful and negative- oriented relationship exists between the organizational justice perception and turnover intention of the employees. We have reached the consequence that the organizational justice factors of the employees decrease turnover intention. The third factor of organizational justice explains meaningfully the turnover intention of the employees in the textile sector. Meaningful differences between demographic characteristics, education, nationality and monthly income, and organizational justice and turnover intention have been found.

Keywords

• Organizational Justice
• Turnover Intention
• Textile Sector.

ÖRGÜTSEL ADALETİN ÇALIŞANLARIN İŞTEN AYRILMA NİYETİNE ETKİSİ: GÜNEY AFRİKA CUMHURİYETİNDE BİR UYGULAMA

Abstract

Bu çalışmanın amacı, çalışanların işten ayrılma niyetlerinin bir belirleyicisi olarak örgütsel adalet algılamalarını tespit etmektir. Bu amaç doğrultusunda gerçekleştirilen alan çalışmasında, Güney Afrika Cumhuriyetinde tekstil sektöründe faaliyet gösteren bir işletmede 100 tekstil çalışanı örneklem kapsamına alınmıştır. Bu çalışmada örgütsel adaletin üç öğesi olan dağıtım, işlem ve etkileşim adaleti algılamalarının ve işten ayrılma niyetinin ortaya konulması amacıyla frekans, yüzde, faktör, güvenirlik ve geçerlilik analizlerinden yararlanılmıştır. Araştırma kapsamında ki çalışanların örgütsel adalet algılamaları ile işten ayrılma niyetleri arasındaki ilişkiyi belirlemeye yönelik Korelasyon analizi uygulanmıştır. Son olarak çalışanların örgütüne yönelik örgütsel adalet algılamalarının ve işten ayrılma niyetlerinin demografik özelliklerine göre değişip değişmediğine ilişkin verilerin analizinde ANOVA ve t testinden yararlanılmıştır. Yapılan analizler sonucunda, çalışanların örgütsel adalet algıları ile işten ayrılma niyeti arasında anlamlı ve negatif yönlü bir ilişki olduğu bulunmuştur. Araştırma sonucunda çalışanların örgütsel adalet faktörlerinin işten ayrılma niyetini azalttığı sonucuna ulaşılmıştır. Tekstil sektörü çalışanlarının işten ayrılma niyetini, örgütsel adaletin üçüncü faktörünün anlamlı olarak açıkladığı ortaya çıkmıştır. Demografik değişkenler açısından eğitim durumu, uyruk ve aylık gelir ile örgütsel adalet ve işten ayrılma niyeti arasında anlamlı farklılıklar bulunmuştur. 

Keywords

• Örgütsel Adalet
• İşten Ayrılma Niyeti
• Tekstil Sektörü.

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