Araştırma Makalesi
BibTex RIS Kaynak Göster

THE EFFECT OF ORGANIZATIONAL JUSTICE ON ORGANIZATIONAL IDENTIFICATION IN THE COVID-19 PROCESS: THE MEDIATING ROLE OF LEADER-MEMBER EXCHANGE

Yıl 2022, Cilt: 31 Sayı: 2, 395 - 409, 29.10.2022
https://doi.org/10.35379/cusosbil.1062117

Öz

In order for organizations to continue their existence by reaching their strategic goals and objectives, employees' perceptions of the existence of justice within the organization need to be strengthened. With a high level of organizational justice perception, the emotional and cognitive bond that employees establish with their organizations will contribute to their integration with the organization. The integration of the employee with the organization in every situation and condition and the effort to contribute to the achievement of the goals of the organization is shaped by the quality of the leader-member interaction. In this context, the aim of this research is to determine the role of leader-member exchange (LMX) in the relationship between positive organsational justice (OJ) (distributive (DJ), procedural (PJ) and interactional (PI) and IJ) OI and organizational identification (IO) perceived by bank employees working in the Turkish banking sector during the global covid-19 process. The data used in the research were collected from 324 participants working in the Turkish banking sector. In order to test the research model and hypotheses, the hierarchical regression analysis was used. In this kind of adversity, the correlations among OJ (procedural, distributive and interactional), OI and LMX, which play an important role for organizations to achieve their goals and objectives, are discussed specifically in the banking sector.

Kaynakça

  • Akgunduz, Y. & Bardakoglu, O. (2017). The impacts of perceived organizational prestige and organization identification on turnover intention: The mediating effect of psychological empowerment. Current Issues in Tourism, 20 (14), 1510-1526.
  • Akram, T., Haider, M. J. & Feng, Y. X. (2016). The effects of organizational justice on the innovative work behavior of employees: an empirical study from China” Innovation, 2 (1), 114-126.
  • Akram, T., Lei, S., Haider, M. J. & Hussain, S. T. (2020). The impact of organizational justice on employee innovative work behavior: Mediating role of knowledge sharing. Journal of Innovation and Knowledge, 5 (2), 117-129.
  • Atitumpong, A. & Badir, Y. F. (2018), "Leader-member exchange, learning orientation and in(vative work behavior. Journal of Workplace Learning, 30 (1), 32-47. https://doi.org/10.1108/JWL-01-2017-0005
  • 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.
  • Bas, T., Keskin, N. & Mert, İ. S. (2010), Leader member exchange (LMX) model and validity and reliability of its instrument in Turkish” Ege Academic Review,10 (3), 1013-1039.
  • Basar, U. (2011). An empirical research on the relationships between perception of organizational justice, organizational identification and job satisfaction. Unpublished Master's thesis, Turkish Military Academy Institute of Defense Sciences, Ankara.
  • Basar, U. & Sigri, U. (2015). Effects of teachers’ organizational justice perceptions on intention to quit: Mediation role of organizational identification” Educational Sciences: Theory and Practice, 15 (1), 45-59. DOI 10.12738/estp.2015.1.2326
  • Biyikbeyi, T. (2015),. The relationship between employees' perceptions of organizational justice and their levels of psychological capital: a field study in a province in the eastern mediterranean region, Unpublished Master's thesis, Institute of Social Sciences, Master Thesis, Kahramanmaras.
  • Bies, R. J. & Moag, J. S. (1986). Interactional justice: Communication criteria of fairness. In Lewicki, R. J., Sheppard, B. H., and Bazerman, B. H. (Eds.), Research on Negotiation in Organizations, (1), 43–55, Greenwich, CT: JAI Press.
  • Cankir, B. & Alkan, D. P. (2018). The mediating role of distributive justice in the relationship between leader member exchange and organizational identification. Journal of Business Research-Turk, 10 (3), 929-949. DOI: 10.20491/isarder.2018.507
  • Carmeli, A. Gilat, G. & Waldman, D. A. (2007). The role of perceived organizational performance in organizational identification, adjustment and job performance. Journal of Management Studies, 44 (6), 972-992. https://doi.org/10.1111/j.1467-6486.2007.00691.x
  • Chams, N., & García-Blandón, J. (2019). On the importance of sustainable human resource management for the adoption of sustainable development goals. Resources, Conservation and Recycling, 141, 109-122.
  • Chen, S. Y., Wu, W. C., Chang, C. S., Lin, C. T., Kung, J. Y., Weng, H. C. & Lee, S. I. (2015). Organizational justice, trust, and identification and their effects on organizational commitment in hospital nursing staff. BMC Health Services Research, 15 (1), 1-17. https://doi.org/10.1186/s12913-015-1016-8
  • Cheung, M. F. Y. & Law M. C. C. (2008). Relationships of organizational justice and organizational identification: The mediating effects of perceived organizational support in Hong Kong. Asia Pasific Business Review, 14 (2), 213-231. https://doi.org/10.1080/13602380701430879
  • Cinar, O. & Kocak, D. (2017). The relationship between leader member exchange and organizatonal silence: An applicatıon ın the service sector. Erzincan University Journal of Social Sciences Institute,10 (2),. 1-24.
  • Colquitt, J. A., Conlon D. E., Wesson M. J., Porter C. & Ng Y. (2001). Justice at the milennium: a meta – analytic review of 25 years of organizational justice research. Journal of Applied Psychology, 86 (3), 425-445.
  • Cropanzano, R., Bowen, D. E. ve Gilliland, S. W. (2007). The management of organizational justice. The Academy of Management Perspectives, 21 (4), 34 -48.
  • Deluga, R. J. (1994). Supervisor trust building, leader-member exchange and organizational citizenship behaviour. Journal of Occupational and Organizational Psychology, 77, 315-326.
  • Dutton, J. E., Dukerich, J. M., & Harquail, C. V. (1994). Organizational images and member identification. Administrative Science Quarterly, 239-263.
  • Eryilmaz, I., Dirik, D. & Gulova, A. A. (2017). Leader-member exchange as a determinant of job satisfaction and the moderating role of political skill. International Journal of Economics and Administrative Studies, 16. UİK Special issue), 167-182.
  • Fallatah, F., Laschinger, H. K. & Read, E. A. (2017). The effects of authentic leadership, organizational identification, and occupational coping self-efficacy on new graduate nurses' job turnover intentions in Canada. Nursing Outlook, 65 (2), 172-183. https://doi.org/10.1016/j.outlook.2016.11.020
  • 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.
  • Goksel, A. & Ekmekcioglu, E. B. (2017). THE mediating role of job involvement in the relationship between leader-member exchange and organizational identification. Journal of Gazi University Faculty of Economics and Administrative Sciences, 18 (3), 721-747.
  • Graen, G. & Uhl-Bien, M. (1995). Relationship-based approach to leadership: Development of LMX theory of leadership over 25 years: Applying a multi-level multi domain perspective. Leadership Quarterly, 6 (2), 219- 247.
  • Greenberg, J. (1987). A taxonomy of organizational justice theories. The Academy of Management Review, 12 (1), 9-22.
  • Gurbuz, S. (2007). Managers' organizational citizenship behaviors and their relationship with job satisfaction and perceived organizational justice. PhD Thesis, Istanbul University Institute of Social Sciences, Istanbul.
  • Gurpinar, G. & Yahyagil, M. Y. (2007). The relationship between organizational justice, leader-member exchange, and organizational commitment. National Management and Organization Congress, 15, 25-27.
  • Hakonen, M. & Lipponen, J. (2008). Procedural justice and identification with virtual teams: The moderating role of face-to-face meetings and geographical dispersion”. Social Justice Research, 21 (2), 164-178.
  • Hubbell, A.P. & Chory‐Assad, R.M. (2005). Motivating factors: Perceptions of justice and their relationship with managerial and organizational trust. Communication Studies,56 (1), 47-70.
  • İcerli, L. (2010). Organizational justice: A theorical approach. Journal of Entrepreneurship and Development,5 (1), 67-88.
  • Iscan, Ö. F. & Naktiyok, A. (2004),”Habits and perceptions of justice as employees' use of their environment. Ankara University Journal of SBF,59 (1 ), 182-201.
  • Kanbur, A. & Kanbur, E. (2015). The effect of leader-member ınteraction on organizational cynicism: The mediating role of perceived ınternality status. Journal of World of Turks, 7 (2), 193-216.
  • Kandemir, S. (2021). SupTech and Artificial Intelligence in Supervision of Banking and Finance. Çağ University Journal of Social Sciences, 18 (1), 59-81.
  • Karaeminogulları, A. (2006). The relationship between perceptions of organizational justice and unproductive behaviors of faculty members and a research. Unpublished Master's Thesis, Istanbul University, Institute of Social Sciences, Istanbul.
  • Katrinli, A., Atabay, G., Gunay, G. & Cangarlı, B.G. (2010). Perception of organizational politics and LMX: Linkages in distributive justice and job satisfaction. African Journal of Business Management, 4 (.14), 3110-3121.
  • Keskes, I., Sallan, J.M., Simo, P. & Fernandez, V. (2018). Transformational leadership and organizational commitment: Mediating role of leader-member exchange. Journal of Management Development, 37 (3), 271-284. https://doi.org/10.1108/JMD-04-2017-0132
  • Kocak, D. (2019). Analysis of the relationship between organizational justice and organizational identification. International Journal of Society Researches, 11 (18), 1001-1024. DOI: 10.26466/opus.556322
  • Liden, R. C. & Maslyn, J. M. (1998). Multidimensionality of leader-member exchange: An empirical assessment through scale development. Journal of Management, 24 (1), 43-72.
  • Liden, R. C. & Maslyn, J. M. (1998). Multidimensionality of leader-member exchange: An empirical assessment through scale development. Journal of Management, 24 (1), 43-72.
  • Loi, R., Chan, K.W. & Lam, L.W. (2014). Leader–member exchange, organizational identification, and job satisfaction: A social identity perspective. Journal of Occupational and Organizational Psychology, 87 (1), 42-61. https://doi.org/10.1111/joop.12028
  • Mael, F. A, & Ashforth, B. E. (1992). Alumni and their alma mater: A partial test of the reformulated model of organizational identification. Journal of organizational Behavior, 13 (2), 103-123.
  • Mael, F. A. & Ashforth, B. E. (1995). Loyal from day one: Biodata, organizational identification, and turnover among newcomers. Personnel Psychology, 48 (2), 309-333.
  • Masterson, S. S., Lewis, K., Goldman, B. M., & Taylor, M. S. (2000). Integrating justice and social exchange: The differing effects of fair procedures and treatment on work relationships. Academy of Management Journal, 43 (4), 738-748.
  • Ozcelik, Z. (2021). Performance evaluation in the process of working from home due to COVID-19: An example of a public institution call center. Journal of Erciyes University Faculty of Economics and Administrative Sciences, (58), 221-241.
  • Ozmen, N. T., Arbak, Y. & Ozer, P. S. (2007). A study on the investigation of the effect of the value of justice on perceptions of justice. Ege Academic Perception, 7 (1), 17-33.
  • Polat, M. (2009). A field study on the predecessors and successors of organizational identification. Unpublished PhD Thesis, Uludag University Institute of Social Sciences, Bursa.
  • Rahman, A., Shahzad, N., Mustafa, K., Khan, M. F., ve Qurashi, F. (2016). Effects of organizational justice on organizational commitment. International Journal of Economics and Financial Issues, 6(3S), 188- 196.
  • Ramamoorthy N and Flood PC. (2004), Gender and employee attitudes: The role of organizational justice perceptions. British Journal of Management, 5, 247-258.
  • Sahbudak, M. (2016). The effects of organizational justice and organizational trust perceptions on organizational citizenship behavior: The example of Turkish sports organization. Doctoral Thesis, Institute of Health Sciences, Adana.
  • Sahin, E. (2014). Organizational identity, organizational image, organizational identification and organizational justice in secondary education institutions (The Case of Bursa). Doctoral Thesis, Ege University, Izmir.
  • San, I. (2017). An empirical study to determine the relationship between organizational justice and organizational commitment. Master Thesis, Istanbul Commerce University, Istanbul.
  • Scott G. & Bruce, R. A. (1994). Determinants of innovative behavior: a path model of individual innovation in the workplace. Academy Of Management Journal, (37), 580- 607.
  • Scott, S. G. & Lane, V. R. (2000). A Stakeholder approach to organizational identity. Academy of Management Review, 25 (1), 43-62.
  • Sluss, D. M., Klimchak, M. & Holmes, J. J. (2008). Perceived organizational support as a mediator between relational exchange and organizational identification. Journal of Vocational Behavior, 73 (3), 457-464.
  • Solmaz, H. (2010). The mediating role of organizational justice in the effect of organizational identification on ıntention to leave. Master Thesis, Ufuk University/Social Sciences Institute, Ankara.
  • Soyuk, S. (2018). Organizational justice and job satisfaction: Importance in the health sector. Journal of Health Science and Profession, 5(3), 435-442.
  • Sparrowe, R. T. (1994). Empowerment in the hospitality industry: An exploration of antecedents and outcomes. Hospitality Research Journal, 17 (3), 51-73.
  • Tajfel, H. & Turner, J. C. (1986). The Social Identity Theory of Intergroup Behavior. In: Worchel S, Austin WG, editors. Psychology Of Intergroup Relations. Chicago: Nelson-Hall, 7–24.
  • Tak, B. & Aydemir, B. A. (2004). Two empirical studies on organizational ıdentification. 12th National Management and Organization Congress. Uludag University, Bursa.
  • Tessema, M. T., Tsegai, G., Ready, K., Embaye, A., & Windrow, B. (2014). Effect of employee background on perceived organizational justice: managerial implications. International Review of Administrative Sciences, 80 (2), 443-463.
  • Tran, D.B. & Vo, D.H. (2018). Should bankers be concerned with Intellectual capital? A study of the Thai banking sector. Journal of Intellectual Capital, 19 (5), 897-914. https://doi.org/10.1108/JIC-12-2017-0185
  • Tyler T. R. & Blader S. L. (2003). The group engagament model: procedural justice, social identity, and cooperative behavior. Personality and Social Psychology Review, 7, (4), 349-361. Tyler, T., Degoey, P. & Smith, H. (1996). Understanding why the justice of group procedures matters: A test of the psychological dynamics of the groupvalue model. Journal of Personality and Social Psychology, 70 (5), 913-930.
  • Williams, E. A., Scandura, T. A., Pissaris S. & Woods, J. M. (2016). Justice perceptions, leader-member exchange, and upward influence tactics. Leadership and Organization Development Journal, 37 (7), 1000-1015. DOI 10.1108/LODJ02-2013-0021
  • Yesil, S. & Demir, Z. F. (2018). A field study on the effect of organizational justice on organizational identification. Atlas Journal of Social Sciences,(3), 266-280.
  • Yildiz, D., ve Bozbura, F. T. (2017). Effect of leader-member exchange (LMX) on career capital of employees. Journal of Istanbul University Faculty of Business Administration, (46), 49-58.
  • Yukl, G.A., O’Donnell, M. & Taber, T. (2009). Influence of leader behaviors on the leader-member exchange relationship. Journal of Managerial Psychology, (4 (4), 289-299.
  • Yurdakul, G., Celenk, A., Deveci, M. & Durukan, T. (2020). An assessment on the future of manufacturing and service sectors in the covid-19 process and after. Gaziantep University Journal of Social Sciences, Special issue, 212-229. DOI: 10.21547/jss.768545
  • Wayne, S. J., Liden, R. C., & Sparrowe, R. T. (1994). Developing leader-member exchanges: The influence of gender and ingratiation. American behavioral scientist, 37(5), 697-714.

COVID-19 SÜRECİNDE ÖRGÜTSEL ADALETİN ÖRGÜTSEL ÖZDEŞLEŞME ÜZERİNE ETKİSİ: LİDER-ÜYE ETKİLEŞİMİNİN ARACILIK ROLÜ

Yıl 2022, Cilt: 31 Sayı: 2, 395 - 409, 29.10.2022
https://doi.org/10.35379/cusosbil.1062117

Öz

Örgütlerin stratejik amaç ve hedeflerine ulaşarak varlıklarını devam ettirebilmeleri için çalışanların örgüt içinde adaletin varlığına ilişkin algılarının güçlendirilmesi gerekmektedir. Yüksek düzeydeki örgütsel adalet algısı ile çalışanların örgütleri ile kurdukları duygusal ve bilişsel bağ onların örgütle bütünleşmelerine katkı sağlayacaktır. Çalışanın her durum ve koşulda örgütü ile bütünleşmesi ve örgütün amaçlarına ulaşmasına katkı sağlamak için çabalaması ise lider-üye etkileşiminin kalitesi ile şekillenmektedir. Bu bağlamda bu araştırmanın amacı küresel Covid-19 sürecinde Türk bankacılık sektöründe görev yapan banka çalışanlarının algıladıkları pozitif örgütsel adaletin (prosedür, dağıtım, etkileşim) örgütsel özdeşleşme düzeyleri üzerine etkisinde lider-üye etkileşiminin nasıl bir rol üstlendiğini belirlemektir. Araştırmada kullanılan veriler Türkiye bankacılık sektöründe çalışan 324 katılımcıdan toplanmıştır. Araştırmada hiyerarşik regresyon analizi kullanılarak hipotezler test edilmiştir. Bu süreçte, örgütlerin amaç ve hedeflerine ulaşmasında önemli rol oynayan örgütsel adalet (dağıtım, prosedür ve etkileşim), örgütsel özdeşleşme ve LÜE arasındaki ilişkilerin bankacılık sektörü özelinde tartışılmaktadır.

Kaynakça

  • Akgunduz, Y. & Bardakoglu, O. (2017). The impacts of perceived organizational prestige and organization identification on turnover intention: The mediating effect of psychological empowerment. Current Issues in Tourism, 20 (14), 1510-1526.
  • Akram, T., Haider, M. J. & Feng, Y. X. (2016). The effects of organizational justice on the innovative work behavior of employees: an empirical study from China” Innovation, 2 (1), 114-126.
  • Akram, T., Lei, S., Haider, M. J. & Hussain, S. T. (2020). The impact of organizational justice on employee innovative work behavior: Mediating role of knowledge sharing. Journal of Innovation and Knowledge, 5 (2), 117-129.
  • Atitumpong, A. & Badir, Y. F. (2018), "Leader-member exchange, learning orientation and in(vative work behavior. Journal of Workplace Learning, 30 (1), 32-47. https://doi.org/10.1108/JWL-01-2017-0005
  • 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.
  • Bas, T., Keskin, N. & Mert, İ. S. (2010), Leader member exchange (LMX) model and validity and reliability of its instrument in Turkish” Ege Academic Review,10 (3), 1013-1039.
  • Basar, U. (2011). An empirical research on the relationships between perception of organizational justice, organizational identification and job satisfaction. Unpublished Master's thesis, Turkish Military Academy Institute of Defense Sciences, Ankara.
  • Basar, U. & Sigri, U. (2015). Effects of teachers’ organizational justice perceptions on intention to quit: Mediation role of organizational identification” Educational Sciences: Theory and Practice, 15 (1), 45-59. DOI 10.12738/estp.2015.1.2326
  • Biyikbeyi, T. (2015),. The relationship between employees' perceptions of organizational justice and their levels of psychological capital: a field study in a province in the eastern mediterranean region, Unpublished Master's thesis, Institute of Social Sciences, Master Thesis, Kahramanmaras.
  • Bies, R. J. & Moag, J. S. (1986). Interactional justice: Communication criteria of fairness. In Lewicki, R. J., Sheppard, B. H., and Bazerman, B. H. (Eds.), Research on Negotiation in Organizations, (1), 43–55, Greenwich, CT: JAI Press.
  • Cankir, B. & Alkan, D. P. (2018). The mediating role of distributive justice in the relationship between leader member exchange and organizational identification. Journal of Business Research-Turk, 10 (3), 929-949. DOI: 10.20491/isarder.2018.507
  • Carmeli, A. Gilat, G. & Waldman, D. A. (2007). The role of perceived organizational performance in organizational identification, adjustment and job performance. Journal of Management Studies, 44 (6), 972-992. https://doi.org/10.1111/j.1467-6486.2007.00691.x
  • Chams, N., & García-Blandón, J. (2019). On the importance of sustainable human resource management for the adoption of sustainable development goals. Resources, Conservation and Recycling, 141, 109-122.
  • Chen, S. Y., Wu, W. C., Chang, C. S., Lin, C. T., Kung, J. Y., Weng, H. C. & Lee, S. I. (2015). Organizational justice, trust, and identification and their effects on organizational commitment in hospital nursing staff. BMC Health Services Research, 15 (1), 1-17. https://doi.org/10.1186/s12913-015-1016-8
  • Cheung, M. F. Y. & Law M. C. C. (2008). Relationships of organizational justice and organizational identification: The mediating effects of perceived organizational support in Hong Kong. Asia Pasific Business Review, 14 (2), 213-231. https://doi.org/10.1080/13602380701430879
  • Cinar, O. & Kocak, D. (2017). The relationship between leader member exchange and organizatonal silence: An applicatıon ın the service sector. Erzincan University Journal of Social Sciences Institute,10 (2),. 1-24.
  • Colquitt, J. A., Conlon D. E., Wesson M. J., Porter C. & Ng Y. (2001). Justice at the milennium: a meta – analytic review of 25 years of organizational justice research. Journal of Applied Psychology, 86 (3), 425-445.
  • Cropanzano, R., Bowen, D. E. ve Gilliland, S. W. (2007). The management of organizational justice. The Academy of Management Perspectives, 21 (4), 34 -48.
  • Deluga, R. J. (1994). Supervisor trust building, leader-member exchange and organizational citizenship behaviour. Journal of Occupational and Organizational Psychology, 77, 315-326.
  • Dutton, J. E., Dukerich, J. M., & Harquail, C. V. (1994). Organizational images and member identification. Administrative Science Quarterly, 239-263.
  • Eryilmaz, I., Dirik, D. & Gulova, A. A. (2017). Leader-member exchange as a determinant of job satisfaction and the moderating role of political skill. International Journal of Economics and Administrative Studies, 16. UİK Special issue), 167-182.
  • Fallatah, F., Laschinger, H. K. & Read, E. A. (2017). The effects of authentic leadership, organizational identification, and occupational coping self-efficacy on new graduate nurses' job turnover intentions in Canada. Nursing Outlook, 65 (2), 172-183. https://doi.org/10.1016/j.outlook.2016.11.020
  • 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.
  • Goksel, A. & Ekmekcioglu, E. B. (2017). THE mediating role of job involvement in the relationship between leader-member exchange and organizational identification. Journal of Gazi University Faculty of Economics and Administrative Sciences, 18 (3), 721-747.
  • Graen, G. & Uhl-Bien, M. (1995). Relationship-based approach to leadership: Development of LMX theory of leadership over 25 years: Applying a multi-level multi domain perspective. Leadership Quarterly, 6 (2), 219- 247.
  • Greenberg, J. (1987). A taxonomy of organizational justice theories. The Academy of Management Review, 12 (1), 9-22.
  • Gurbuz, S. (2007). Managers' organizational citizenship behaviors and their relationship with job satisfaction and perceived organizational justice. PhD Thesis, Istanbul University Institute of Social Sciences, Istanbul.
  • Gurpinar, G. & Yahyagil, M. Y. (2007). The relationship between organizational justice, leader-member exchange, and organizational commitment. National Management and Organization Congress, 15, 25-27.
  • Hakonen, M. & Lipponen, J. (2008). Procedural justice and identification with virtual teams: The moderating role of face-to-face meetings and geographical dispersion”. Social Justice Research, 21 (2), 164-178.
  • Hubbell, A.P. & Chory‐Assad, R.M. (2005). Motivating factors: Perceptions of justice and their relationship with managerial and organizational trust. Communication Studies,56 (1), 47-70.
  • İcerli, L. (2010). Organizational justice: A theorical approach. Journal of Entrepreneurship and Development,5 (1), 67-88.
  • Iscan, Ö. F. & Naktiyok, A. (2004),”Habits and perceptions of justice as employees' use of their environment. Ankara University Journal of SBF,59 (1 ), 182-201.
  • Kanbur, A. & Kanbur, E. (2015). The effect of leader-member ınteraction on organizational cynicism: The mediating role of perceived ınternality status. Journal of World of Turks, 7 (2), 193-216.
  • Kandemir, S. (2021). SupTech and Artificial Intelligence in Supervision of Banking and Finance. Çağ University Journal of Social Sciences, 18 (1), 59-81.
  • Karaeminogulları, A. (2006). The relationship between perceptions of organizational justice and unproductive behaviors of faculty members and a research. Unpublished Master's Thesis, Istanbul University, Institute of Social Sciences, Istanbul.
  • Katrinli, A., Atabay, G., Gunay, G. & Cangarlı, B.G. (2010). Perception of organizational politics and LMX: Linkages in distributive justice and job satisfaction. African Journal of Business Management, 4 (.14), 3110-3121.
  • Keskes, I., Sallan, J.M., Simo, P. & Fernandez, V. (2018). Transformational leadership and organizational commitment: Mediating role of leader-member exchange. Journal of Management Development, 37 (3), 271-284. https://doi.org/10.1108/JMD-04-2017-0132
  • Kocak, D. (2019). Analysis of the relationship between organizational justice and organizational identification. International Journal of Society Researches, 11 (18), 1001-1024. DOI: 10.26466/opus.556322
  • Liden, R. C. & Maslyn, J. M. (1998). Multidimensionality of leader-member exchange: An empirical assessment through scale development. Journal of Management, 24 (1), 43-72.
  • Liden, R. C. & Maslyn, J. M. (1998). Multidimensionality of leader-member exchange: An empirical assessment through scale development. Journal of Management, 24 (1), 43-72.
  • Loi, R., Chan, K.W. & Lam, L.W. (2014). Leader–member exchange, organizational identification, and job satisfaction: A social identity perspective. Journal of Occupational and Organizational Psychology, 87 (1), 42-61. https://doi.org/10.1111/joop.12028
  • Mael, F. A, & Ashforth, B. E. (1992). Alumni and their alma mater: A partial test of the reformulated model of organizational identification. Journal of organizational Behavior, 13 (2), 103-123.
  • Mael, F. A. & Ashforth, B. E. (1995). Loyal from day one: Biodata, organizational identification, and turnover among newcomers. Personnel Psychology, 48 (2), 309-333.
  • Masterson, S. S., Lewis, K., Goldman, B. M., & Taylor, M. S. (2000). Integrating justice and social exchange: The differing effects of fair procedures and treatment on work relationships. Academy of Management Journal, 43 (4), 738-748.
  • Ozcelik, Z. (2021). Performance evaluation in the process of working from home due to COVID-19: An example of a public institution call center. Journal of Erciyes University Faculty of Economics and Administrative Sciences, (58), 221-241.
  • Ozmen, N. T., Arbak, Y. & Ozer, P. S. (2007). A study on the investigation of the effect of the value of justice on perceptions of justice. Ege Academic Perception, 7 (1), 17-33.
  • Polat, M. (2009). A field study on the predecessors and successors of organizational identification. Unpublished PhD Thesis, Uludag University Institute of Social Sciences, Bursa.
  • Rahman, A., Shahzad, N., Mustafa, K., Khan, M. F., ve Qurashi, F. (2016). Effects of organizational justice on organizational commitment. International Journal of Economics and Financial Issues, 6(3S), 188- 196.
  • Ramamoorthy N and Flood PC. (2004), Gender and employee attitudes: The role of organizational justice perceptions. British Journal of Management, 5, 247-258.
  • Sahbudak, M. (2016). The effects of organizational justice and organizational trust perceptions on organizational citizenship behavior: The example of Turkish sports organization. Doctoral Thesis, Institute of Health Sciences, Adana.
  • Sahin, E. (2014). Organizational identity, organizational image, organizational identification and organizational justice in secondary education institutions (The Case of Bursa). Doctoral Thesis, Ege University, Izmir.
  • San, I. (2017). An empirical study to determine the relationship between organizational justice and organizational commitment. Master Thesis, Istanbul Commerce University, Istanbul.
  • Scott G. & Bruce, R. A. (1994). Determinants of innovative behavior: a path model of individual innovation in the workplace. Academy Of Management Journal, (37), 580- 607.
  • Scott, S. G. & Lane, V. R. (2000). A Stakeholder approach to organizational identity. Academy of Management Review, 25 (1), 43-62.
  • Sluss, D. M., Klimchak, M. & Holmes, J. J. (2008). Perceived organizational support as a mediator between relational exchange and organizational identification. Journal of Vocational Behavior, 73 (3), 457-464.
  • Solmaz, H. (2010). The mediating role of organizational justice in the effect of organizational identification on ıntention to leave. Master Thesis, Ufuk University/Social Sciences Institute, Ankara.
  • Soyuk, S. (2018). Organizational justice and job satisfaction: Importance in the health sector. Journal of Health Science and Profession, 5(3), 435-442.
  • Sparrowe, R. T. (1994). Empowerment in the hospitality industry: An exploration of antecedents and outcomes. Hospitality Research Journal, 17 (3), 51-73.
  • Tajfel, H. & Turner, J. C. (1986). The Social Identity Theory of Intergroup Behavior. In: Worchel S, Austin WG, editors. Psychology Of Intergroup Relations. Chicago: Nelson-Hall, 7–24.
  • Tak, B. & Aydemir, B. A. (2004). Two empirical studies on organizational ıdentification. 12th National Management and Organization Congress. Uludag University, Bursa.
  • Tessema, M. T., Tsegai, G., Ready, K., Embaye, A., & Windrow, B. (2014). Effect of employee background on perceived organizational justice: managerial implications. International Review of Administrative Sciences, 80 (2), 443-463.
  • Tran, D.B. & Vo, D.H. (2018). Should bankers be concerned with Intellectual capital? A study of the Thai banking sector. Journal of Intellectual Capital, 19 (5), 897-914. https://doi.org/10.1108/JIC-12-2017-0185
  • Tyler T. R. & Blader S. L. (2003). The group engagament model: procedural justice, social identity, and cooperative behavior. Personality and Social Psychology Review, 7, (4), 349-361. Tyler, T., Degoey, P. & Smith, H. (1996). Understanding why the justice of group procedures matters: A test of the psychological dynamics of the groupvalue model. Journal of Personality and Social Psychology, 70 (5), 913-930.
  • Williams, E. A., Scandura, T. A., Pissaris S. & Woods, J. M. (2016). Justice perceptions, leader-member exchange, and upward influence tactics. Leadership and Organization Development Journal, 37 (7), 1000-1015. DOI 10.1108/LODJ02-2013-0021
  • Yesil, S. & Demir, Z. F. (2018). A field study on the effect of organizational justice on organizational identification. Atlas Journal of Social Sciences,(3), 266-280.
  • Yildiz, D., ve Bozbura, F. T. (2017). Effect of leader-member exchange (LMX) on career capital of employees. Journal of Istanbul University Faculty of Business Administration, (46), 49-58.
  • Yukl, G.A., O’Donnell, M. & Taber, T. (2009). Influence of leader behaviors on the leader-member exchange relationship. Journal of Managerial Psychology, (4 (4), 289-299.
  • Yurdakul, G., Celenk, A., Deveci, M. & Durukan, T. (2020). An assessment on the future of manufacturing and service sectors in the covid-19 process and after. Gaziantep University Journal of Social Sciences, Special issue, 212-229. DOI: 10.21547/jss.768545
  • Wayne, S. J., Liden, R. C., & Sparrowe, R. T. (1994). Developing leader-member exchanges: The influence of gender and ingratiation. American behavioral scientist, 37(5), 697-714.
Toplam 69 adet kaynakça vardır.

Ayrıntılar

Birincil Dil İngilizce
Bölüm Makaleler
Yazarlar

Ferda Üstün 0000-0002-7397-8048

Yayımlanma Tarihi 29 Ekim 2022
Gönderilme Tarihi 24 Ocak 2022
Yayımlandığı Sayı Yıl 2022 Cilt: 31 Sayı: 2

Kaynak Göster

APA Üstün, F. (2022). THE EFFECT OF ORGANIZATIONAL JUSTICE ON ORGANIZATIONAL IDENTIFICATION IN THE COVID-19 PROCESS: THE MEDIATING ROLE OF LEADER-MEMBER EXCHANGE. Çukurova Üniversitesi Sosyal Bilimler Enstitüsü Dergisi, 31(2), 395-409. https://doi.org/10.35379/cusosbil.1062117