ORGANIZATIONAL JUSTICE AS A DETERMINANT OF EFFECTIVE COMMITMENT AND SILENCE OF EMPLOYEES

Year 2017, , 825 - 840, 30.06.2017

Huseyin Yesil A. Begum Otken , Hayriye Senem Gol Beser

https://doi.org/10.17261/Pressacademia.2017.435

Abstract

As we move into the 21st century, increased global competition, rapid
developments in the area of information technologies and redesigning of former
business processes have deeply affected the way of managing people at
workplaces. With the flattening of organizational structures and reduction of
management intervention, more responsibilities have been given to the employees
for making decisions and managing their daily activities. Besides increasing
responsibilities, individuals are expected to be more attached to the goals,
objectives and values of their organizations, and also more willing to express
their opinions, ideas, suggestions and concerns about workrelated issues.
However, building affectively committed workforce and breaking silence by
encouraging employees to speak up about critical issues have emerged as crucial
management challenges of today’s organizations. Numerous theoretical and
empirical studies have revealed that attitudinal and behavioral reactions of
individuals toward their organizations are mainly influenced by their fairness
perceptions. The primary purpose of this study was to investigate the
relationship of perceived organizational justice with employee silence and
affective commitment. Study was conducted on total 200
white collar employees working in a private sector company. Results indicated
that distributive justice has no significant contribution on employee silence
and affective commitment. Also, it was revealed that procedural justice has
significant positive contribution on acquiescent silence and defensive silence.
Finally, interactional justice has been found to be a good predictor of
employee silence and affective commitment.

 

Keywords

Organizational Justice, Employee Silence, Affective Commitment

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