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

Year 2013, Volume: 10 Issue: 23, 335 - 358, 27.10.2013

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.

References

  • Alexander, S. & Ruderman, M. (1987). “The role of procedural and distributive justice in organizational behavior”. Social Justice Research, 1(2): 177-198.
  • Alper, F. (2007). Çalışanların Örgütsel Bağlılıklarının Belirleyicisi Olarak Örgütsel Adalet Algılamaları: Antalya Bölgesinde Bulunan Beş Yıldızlı Otel İşletmelerine Yönelik Bir Araştırma. Yüksek Lisans Tezi, Akdeniz Üniversitesi, Antalya.
  • Altıntaş, F. Ç. (2006). “Bireysel Değerlerin Örgütsel Adalet ve Sonuçları İlişkisine Yönlendirici Etkisi: Akademik Personel Üzerinde Bir Analiz”. İşletme Fakültesi Dergisi, 7(2), 19-40.
  • Al-Zu'bi, H.A. (2010). “A Study of Relationship between Organizational Justice and Job Satisfaction”. International Journal of Business and Management, 5(12), 102-109.
  • Bartlett, K. R. (1999). The Relationship Between Training and Organizational Commitment In The Health Care Field. The Degree of Doctor of Philosophy, The University of Illınois, Urbana.
  • Black, J.S. & Porter, L.W. (2000). Management: Meeting New Challenges. New Jersey: Prentice Hall.
  • Cohen, R.L. (1987). “Distributive justice: Theory and research”. Social Justice Research, 1 (1), 19–40.
  • 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.
  • Colquitt, J.A., Conlon, D.E., Wesson, M.J., Porter, C.O., 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.
  • Colquitt, J. A. (2001). “On the Dimensionality of Organizational Justice: A Construct Validation of a Measure”. Journal of Applied Psychology, 86(3), 386-400.
  • Cotton, J.L. & Tuttle, J.M. (1986). “Employee Turnover: A Meta-Analysis and Review with Implications for Research”. The Academy of Management Review, 11(1), 55-70.
  • Cropanzona, R.,& Folger, R. (1998). Organizational Justice and Human Resource Management. London: Sage Publications.
  • Çakar N. D. ve Ceylan A. (2005). “İş Motivasyonunun Çalışan Bağlılığı ve İşten Ayrılma Eğilimini Üzerindeki Etkileri”. Doğuş Üniversitesi Dergisi, 6 (1) ,52-66.
  • Daileyl, R.C.,& Kirk, D.J. (1992). “Distributive and Procedural Justice As Antecedents Of Job Dissatisfaction and İntent to Turnover”. Human Relations, 45 (3), 305–317.
  • Darmon, R. Y. (1990). “Identifying sources of turnover costs: A segmental approach”. Journal of Marketing, 54(2), 46-56.
  • Deutsch, M. (1975). “Equity, Equality, and Need: What Determines Which Value Will Be Used as the Basis of Distributive Justice?”. Journal of Social Issues, 31(3), 137-150.
  • Erol, V. (1998). İş Tatmini ve Örgütsel Bağlılık, Yüksek Lisans Tezi, Marmara Üniversitesi, İstanbul.
  • Fischer, R. (2004). “Rewarding employee loyalty: An organizational justice approach”. International Journal of Organizational Behavior, 8(3), 486-503.
  • Franz, C. (2004). A Cross Cultural Study of Employee Empowerment and Organizational Justice. Yayımlanmamış Doktora Tezi, Wayne State University, Detroit.
  • Goldman, B.M. (2002). “A Rage for Justice: An Application of Referent Cognitions Theory to Legal-Claiming by Terminated Workers”. Academy of Management Conflict Management Division meetings. No:11359, 1-47.
  • Greenberg, J. (1990). “Organizational justice: Yesterday, today, and tomorrow”. Journal of Management, 16(2), 399-432.
  • Greenberg, J. (1996). The Quest for Justice on the Job: Essays and Experiments. London: Sage Publications.
  • Gürpınar, G. (2006). An Emprical Study of Relationships Among Organizational Justice, Organizational Commitment, Leader-Member Exchange and Turnover Intention. Yüksek Lisans Tezi, Yeditepe Üniversitesi, İstanbul.
  • Hom, P.W., Caranikas-Walker, F., Prussia, G.E.,& Griffeth, R.W. (1992). “A Meta-Analytical Structural Equations Analysis of a Model of Employee Turnover”. Journal of Applied Psychology, 77(6), 890-909.
  • Jewell, L. N. (1998). Contemporary industrial/organizational psychology. (3th ed.). Kaliforniya: Brooks/Cole Publishers.
  • Kalaycı, Ş. (2010). SPSS Uygulamalı Çok Değişkenli İstatistik Teknikleri (5. Baskı). Ankara: Asil Yayın Dağıtım.
  • Konovsky, M.A.,& Pugh, D.S. (1994). “Citizenship Behavior and Social Exchange”. Academy of Management Journal, 37(3), 656-669.
  • Konovsky, M.A. (2000). “Understanding Procedural Justice and Its Impact on Business Organizations”. Journal of Management, 26(3), 489-511.
  • Lee, C. & Forh, J. (1999). “The Effects of Gender in Organizational Justice Perception”. Journal of Organizational Behavior, 20 (1), 133- 143.
  • Leventhal, G. S. (1976). “The Distribution of Rewards and Resources in Groups and Organizations”. (Ed. L. Berkowitz and W. Walster). Advances in Experimental Social Psychology New York: Academic Press., 6 th ed., 99-131.
  • Leventhal, G.S. (1980). “What Should Be Done with Equity Theory? New Approaches to the Study of Faimess in Social Relationships”. ( Ed. Gergen K.J., Greenbers M.S.,& Willis R.H.). Social Exchange: Advances in Theory and Research. New York: Academic Press., 1 th ed., 27-53.
  • Malik, M.E., Naeem, B., (2011). “Impact of Perceived Organizational Justice on Organizational Commitment of Faculty: Empirical Evidence from Pakistan”. Interdisciplinary Journal of Research in Business, 1(9), 92- 98.
  • Martin, C.L.,& Bennett, N. (1996). “The role of justice judgments in explaining the relationship between job satisfaction and organizational commitment”. Group & Organization Management, 21 (1), 84–104
  • Mobley, W.H. (1977). “Intermediate Linkages in the Relationship between Job Satisfaction and Employee Turnover”. Journal of Applied Psychology, 62(2), 237-240.
  • Mobley, W.H., Horner, S.O., & Hollingsworth, A.T. (1978). “An Evaluation of Precursors of Hospital Employee Turnover”. Journal of Applied Psychology, 63(4), 408-414.
  • Mobley, W.H. (1982). Employee Turnover: Causes, Consequences, and Control. Massachusetts: Addison-Wesley Series on Managing Human Resources.
  • Moorman, R.H. (1991) “Relationship Between Organization Justice and Organizational Citizenship Behaviors: Do Fairness Perceptions Influence Employee Citizenship?”, Journal of Applied Psychology, 76, 845-855.
  • Mowday, R. T., Porter, L. W., Steers, R. M. (1982). Employee- Organization Linkages, The Psychology of Commitment, Absenteeism and Turnover. New York: Academic Press.
  • Niehoff, B.P.,& Moorman, R.H. (1993). “Justice As a Mediator of the Relationship between Methods of Monitoring and Organizational Citizenship Behavior”. Academy of Management Journal, 36(3), 527-556.
  • Owolabi B. A. (2012). “Effect of Organizational Justice and Organizational Environment on Turn-Over Intention of Health Workers in Ekiti State, Nigeria”. Research in World Economy, 3(1), 28-34.
  • Özmen Ö. N. T., Arbak, Y. ve Özer, P.S., (2007). “Adalete Verilen Değerin Adalet Algıları Üzerindeki Etkisinin Sorgulanmasına İlişkin Bir Araştırma”. Ege Akademik Bakış, 7(1), 17–33.
  • Sweeney, P. & Mcfarlin, D., (1997). “Process and Outcome: Gender Diferences in The Assessment of Justice”. Journal Of Organizational Behavior, 18(1), 83- 98.
  • Thibaut, J.,& Walker, L. (1975). Procedural Justice: A Psychological Analysis, Hillsdale, NJ: Lawrence Erlbaum Associates.
  • Töremen, F. (2001). Öğrenen Okul (1.baskı). Ankara: Nobel Yayınevi.
  • Yıldırım, F. (2007). “İş Doyumu ile Örgütsel Adalet İlişkisi”. Ankara Üniversitesi Siyasal Bilgiler Fakültesi Dergisi, 62(1), 253–278.

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

Year 2013, Volume: 10 Issue: 23, 335 - 358, 27.10.2013

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. 

References

  • Alexander, S. & Ruderman, M. (1987). “The role of procedural and distributive justice in organizational behavior”. Social Justice Research, 1(2): 177-198.
  • Alper, F. (2007). Çalışanların Örgütsel Bağlılıklarının Belirleyicisi Olarak Örgütsel Adalet Algılamaları: Antalya Bölgesinde Bulunan Beş Yıldızlı Otel İşletmelerine Yönelik Bir Araştırma. Yüksek Lisans Tezi, Akdeniz Üniversitesi, Antalya.
  • Altıntaş, F. Ç. (2006). “Bireysel Değerlerin Örgütsel Adalet ve Sonuçları İlişkisine Yönlendirici Etkisi: Akademik Personel Üzerinde Bir Analiz”. İşletme Fakültesi Dergisi, 7(2), 19-40.
  • Al-Zu'bi, H.A. (2010). “A Study of Relationship between Organizational Justice and Job Satisfaction”. International Journal of Business and Management, 5(12), 102-109.
  • Bartlett, K. R. (1999). The Relationship Between Training and Organizational Commitment In The Health Care Field. The Degree of Doctor of Philosophy, The University of Illınois, Urbana.
  • Black, J.S. & Porter, L.W. (2000). Management: Meeting New Challenges. New Jersey: Prentice Hall.
  • Cohen, R.L. (1987). “Distributive justice: Theory and research”. Social Justice Research, 1 (1), 19–40.
  • 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.
  • Colquitt, J.A., Conlon, D.E., Wesson, M.J., Porter, C.O., 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.
  • Colquitt, J. A. (2001). “On the Dimensionality of Organizational Justice: A Construct Validation of a Measure”. Journal of Applied Psychology, 86(3), 386-400.
  • Cotton, J.L. & Tuttle, J.M. (1986). “Employee Turnover: A Meta-Analysis and Review with Implications for Research”. The Academy of Management Review, 11(1), 55-70.
  • Cropanzona, R.,& Folger, R. (1998). Organizational Justice and Human Resource Management. London: Sage Publications.
  • Çakar N. D. ve Ceylan A. (2005). “İş Motivasyonunun Çalışan Bağlılığı ve İşten Ayrılma Eğilimini Üzerindeki Etkileri”. Doğuş Üniversitesi Dergisi, 6 (1) ,52-66.
  • Daileyl, R.C.,& Kirk, D.J. (1992). “Distributive and Procedural Justice As Antecedents Of Job Dissatisfaction and İntent to Turnover”. Human Relations, 45 (3), 305–317.
  • Darmon, R. Y. (1990). “Identifying sources of turnover costs: A segmental approach”. Journal of Marketing, 54(2), 46-56.
  • Deutsch, M. (1975). “Equity, Equality, and Need: What Determines Which Value Will Be Used as the Basis of Distributive Justice?”. Journal of Social Issues, 31(3), 137-150.
  • Erol, V. (1998). İş Tatmini ve Örgütsel Bağlılık, Yüksek Lisans Tezi, Marmara Üniversitesi, İstanbul.
  • Fischer, R. (2004). “Rewarding employee loyalty: An organizational justice approach”. International Journal of Organizational Behavior, 8(3), 486-503.
  • Franz, C. (2004). A Cross Cultural Study of Employee Empowerment and Organizational Justice. Yayımlanmamış Doktora Tezi, Wayne State University, Detroit.
  • Goldman, B.M. (2002). “A Rage for Justice: An Application of Referent Cognitions Theory to Legal-Claiming by Terminated Workers”. Academy of Management Conflict Management Division meetings. No:11359, 1-47.
  • Greenberg, J. (1990). “Organizational justice: Yesterday, today, and tomorrow”. Journal of Management, 16(2), 399-432.
  • Greenberg, J. (1996). The Quest for Justice on the Job: Essays and Experiments. London: Sage Publications.
  • Gürpınar, G. (2006). An Emprical Study of Relationships Among Organizational Justice, Organizational Commitment, Leader-Member Exchange and Turnover Intention. Yüksek Lisans Tezi, Yeditepe Üniversitesi, İstanbul.
  • Hom, P.W., Caranikas-Walker, F., Prussia, G.E.,& Griffeth, R.W. (1992). “A Meta-Analytical Structural Equations Analysis of a Model of Employee Turnover”. Journal of Applied Psychology, 77(6), 890-909.
  • Jewell, L. N. (1998). Contemporary industrial/organizational psychology. (3th ed.). Kaliforniya: Brooks/Cole Publishers.
  • Kalaycı, Ş. (2010). SPSS Uygulamalı Çok Değişkenli İstatistik Teknikleri (5. Baskı). Ankara: Asil Yayın Dağıtım.
  • Konovsky, M.A.,& Pugh, D.S. (1994). “Citizenship Behavior and Social Exchange”. Academy of Management Journal, 37(3), 656-669.
  • Konovsky, M.A. (2000). “Understanding Procedural Justice and Its Impact on Business Organizations”. Journal of Management, 26(3), 489-511.
  • Lee, C. & Forh, J. (1999). “The Effects of Gender in Organizational Justice Perception”. Journal of Organizational Behavior, 20 (1), 133- 143.
  • Leventhal, G. S. (1976). “The Distribution of Rewards and Resources in Groups and Organizations”. (Ed. L. Berkowitz and W. Walster). Advances in Experimental Social Psychology New York: Academic Press., 6 th ed., 99-131.
  • Leventhal, G.S. (1980). “What Should Be Done with Equity Theory? New Approaches to the Study of Faimess in Social Relationships”. ( Ed. Gergen K.J., Greenbers M.S.,& Willis R.H.). Social Exchange: Advances in Theory and Research. New York: Academic Press., 1 th ed., 27-53.
  • Malik, M.E., Naeem, B., (2011). “Impact of Perceived Organizational Justice on Organizational Commitment of Faculty: Empirical Evidence from Pakistan”. Interdisciplinary Journal of Research in Business, 1(9), 92- 98.
  • Martin, C.L.,& Bennett, N. (1996). “The role of justice judgments in explaining the relationship between job satisfaction and organizational commitment”. Group & Organization Management, 21 (1), 84–104
  • Mobley, W.H. (1977). “Intermediate Linkages in the Relationship between Job Satisfaction and Employee Turnover”. Journal of Applied Psychology, 62(2), 237-240.
  • Mobley, W.H., Horner, S.O., & Hollingsworth, A.T. (1978). “An Evaluation of Precursors of Hospital Employee Turnover”. Journal of Applied Psychology, 63(4), 408-414.
  • Mobley, W.H. (1982). Employee Turnover: Causes, Consequences, and Control. Massachusetts: Addison-Wesley Series on Managing Human Resources.
  • Moorman, R.H. (1991) “Relationship Between Organization Justice and Organizational Citizenship Behaviors: Do Fairness Perceptions Influence Employee Citizenship?”, Journal of Applied Psychology, 76, 845-855.
  • Mowday, R. T., Porter, L. W., Steers, R. M. (1982). Employee- Organization Linkages, The Psychology of Commitment, Absenteeism and Turnover. New York: Academic Press.
  • Niehoff, B.P.,& Moorman, R.H. (1993). “Justice As a Mediator of the Relationship between Methods of Monitoring and Organizational Citizenship Behavior”. Academy of Management Journal, 36(3), 527-556.
  • Owolabi B. A. (2012). “Effect of Organizational Justice and Organizational Environment on Turn-Over Intention of Health Workers in Ekiti State, Nigeria”. Research in World Economy, 3(1), 28-34.
  • Özmen Ö. N. T., Arbak, Y. ve Özer, P.S., (2007). “Adalete Verilen Değerin Adalet Algıları Üzerindeki Etkisinin Sorgulanmasına İlişkin Bir Araştırma”. Ege Akademik Bakış, 7(1), 17–33.
  • Sweeney, P. & Mcfarlin, D., (1997). “Process and Outcome: Gender Diferences in The Assessment of Justice”. Journal Of Organizational Behavior, 18(1), 83- 98.
  • Thibaut, J.,& Walker, L. (1975). Procedural Justice: A Psychological Analysis, Hillsdale, NJ: Lawrence Erlbaum Associates.
  • Töremen, F. (2001). Öğrenen Okul (1.baskı). Ankara: Nobel Yayınevi.
  • Yıldırım, F. (2007). “İş Doyumu ile Örgütsel Adalet İlişkisi”. Ankara Üniversitesi Siyasal Bilgiler Fakültesi Dergisi, 62(1), 253–278.
There are 45 citations in total.

Details

Primary Language Turkish
Journal Section Araştırma Makaleleri
Authors

Edip Örücü

Sibel Özafşarlıoğlu

Publication Date October 27, 2013
Published in Issue Year 2013 Volume: 10 Issue: 23

Cite

APA Örücü, E., & Özafşarlıoğlu, S. (2013). ÖRGÜTSEL ADALETİN ÇALIŞANLARIN İŞTEN AYRILMA NİYETİNE ETKİSİ: GÜNEY AFRİKA CUMHURİYETİNDE BİR UYGULAMA. Mustafa Kemal Üniversitesi Sosyal Bilimler Enstitüsü Dergisi, 10(23), 335-358.
AMA Örücü E, Özafşarlıoğlu S. ÖRGÜTSEL ADALETİN ÇALIŞANLARIN İŞTEN AYRILMA NİYETİNE ETKİSİ: GÜNEY AFRİKA CUMHURİYETİNDE BİR UYGULAMA. Mustafa Kemal Üniversitesi Sosyal Bilimler Enstitüsü Dergisi. December 2013;10(23):335-358.
Chicago Örücü, Edip, and Sibel Özafşarlıoğlu. “ÖRGÜTSEL ADALETİN ÇALIŞANLARIN İŞTEN AYRILMA NİYETİNE ETKİSİ: GÜNEY AFRİKA CUMHURİYETİNDE BİR UYGULAMA”. Mustafa Kemal Üniversitesi Sosyal Bilimler Enstitüsü Dergisi 10, no. 23 (December 2013): 335-58.
EndNote Örücü E, Özafşarlıoğlu S (December 1, 2013) ÖRGÜTSEL ADALETİN ÇALIŞANLARIN İŞTEN AYRILMA NİYETİNE ETKİSİ: GÜNEY AFRİKA CUMHURİYETİNDE BİR UYGULAMA. Mustafa Kemal Üniversitesi Sosyal Bilimler Enstitüsü Dergisi 10 23 335–358.
IEEE E. Örücü and S. Özafşarlıoğlu, “ÖRGÜTSEL ADALETİN ÇALIŞANLARIN İŞTEN AYRILMA NİYETİNE ETKİSİ: GÜNEY AFRİKA CUMHURİYETİNDE BİR UYGULAMA”, Mustafa Kemal Üniversitesi Sosyal Bilimler Enstitüsü Dergisi, vol. 10, no. 23, pp. 335–358, 2013.
ISNAD Örücü, Edip - Özafşarlıoğlu, Sibel. “ÖRGÜTSEL ADALETİN ÇALIŞANLARIN İŞTEN AYRILMA NİYETİNE ETKİSİ: GÜNEY AFRİKA CUMHURİYETİNDE BİR UYGULAMA”. Mustafa Kemal Üniversitesi Sosyal Bilimler Enstitüsü Dergisi 10/23 (December 2013), 335-358.
JAMA Örücü E, Özafşarlıoğlu S. ÖRGÜTSEL ADALETİN ÇALIŞANLARIN İŞTEN AYRILMA NİYETİNE ETKİSİ: GÜNEY AFRİKA CUMHURİYETİNDE BİR UYGULAMA. Mustafa Kemal Üniversitesi Sosyal Bilimler Enstitüsü Dergisi. 2013;10:335–358.
MLA Örücü, Edip and Sibel Özafşarlıoğlu. “ÖRGÜTSEL ADALETİN ÇALIŞANLARIN İŞTEN AYRILMA NİYETİNE ETKİSİ: GÜNEY AFRİKA CUMHURİYETİNDE BİR UYGULAMA”. Mustafa Kemal Üniversitesi Sosyal Bilimler Enstitüsü Dergisi, vol. 10, no. 23, 2013, pp. 335-58.
Vancouver Örücü E, Özafşarlıoğlu S. ÖRGÜTSEL ADALETİN ÇALIŞANLARIN İŞTEN AYRILMA NİYETİNE ETKİSİ: GÜNEY AFRİKA CUMHURİYETİNDE BİR UYGULAMA. Mustafa Kemal Üniversitesi Sosyal Bilimler Enstitüsü Dergisi. 2013;10(23):335-58.

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