Örgütsel Adaletin İş Tatmini ve İşten Ayrılma Niyetine Etkisinde Örgütsel Bağlılığın Aracı Rolü: Akademisyenler Üzerine Bir Araştırma

Öz

Son yıllarda Türkiye’de kurulan üniversite sayısında gözlenen önemli artış, dikkatleri, genç bireyleri profesyonel kariyerlerine hazırlamaya yardımcı olmaktan sorumlu akademisyenler üzerinde yoğunlaştırmıştır. Fakülte yönetiminin daimi desteğine ihtiyaç duyan üstün yetenekli akademisyenlerin görevlerinde kalıcılıklarının sağlanması, yükseköğrenim kuruluşlarının uzunca bir süredir esas hedefi haline gelmiştir. Bu bağlamda, akademisyenlerin örgütsel bağlılık, iş tatmini ve işten ayrılma niyeti düzeylerini etkilemesi bakımından fakülte üyeleri arasında örgütsel adaletin sağlanması başlıca sorunlardan biri olarak gündeme gelmektedir. Örgütsel davranış bağlamında, bu çalışmanın asıl amacı; örgütsel adaletin ve örgütsel bağlılığın, iş tatmini ve işten ayrılma niyeti üzerindeki etkilerini bir vakıf üniversitesinde görevli 235 akademisyenden oluşan bir örneklem üzerinde incelemektir. Bu çalışma, akademik personelin örgütsel adalet algılarının artması durumunda örgütsel bağlılık ve iş tatmini düzeylerinin artarken işten ayrılma düzeylerinin ise azaldığını ortaya çıkarmaktadır. Bu çalışma sonucunda elde edilen veriler, SPSS 25 paket programı ile analiz edilmiştir. Bu çalışma kapsamında frekans, korelasyon ve regresyon analizlerini kapsayan nicel araştırma yöntemlerinden yararlanılmış olup; çalışmada kullanılan ölçeklerin güvenilirliği, Cronbach alfa güvenilirlik katsayıları ile doğrulanmıştır. Bu çalışma ile örgütsel adaletin; örgütsel bağlılık, iş tatmini ve işten ayrılma gibi çalışanların esenliğinin önemli göstergesi olan temel örgütsel davranışlar üzerinden akademik personelin görevlerinde kalıcı olma oranına nasıl doğrudan etki ettiğine yönelik ayrıntılı bir kavrayış sağlanması amaçlanmaktadır.

Anahtar Kelimeler

• Örgütsel Adalet,Örgütsel Bağlılık,İş Tatmini,İşten Ayrılma Niyeti,Akademik Personel

The Mediating Role of Organizational Commitment in the Organizational Justice’s Effect on Job Satisfaction and Turnover Intention: A Research on Academic Staff

Öz

Over the last couple of decades, surge in the number of universities established in Turkey has become significant which leads to increased attention to the faculty members responsible for helping young individuals prepare for their professional career. The retention of high-skilled academic staff seeking continual and frequent support from the faculty management has long been a central objective of the institutions involved in higher education system. Within this respect, facilitating organizational justice among faculty members appears to be one of the prime issues due to its impact on their levels of organizational commitment, job satisfaction and turnover intention. From an organizational behavioral context, the major purpose of this study is to examine the effects of organizational justice and organizational commitment on job satisfaction and turnover intention in a sample consist of 235 academicians of a foundation university. The study reveals that the levels of organizational commitment and job satisfaction of the academic staff may increase while the level of turnover intention may decrease when their perception on organizational justice increases. Data obtained from this study were analyzed by SPSS 25 package software. The quantitative research methods including frequency, correlation and regression analyses were utilized and the reliability of the scales was validated through Cronbach's alpha reliability coefficients in this study. The study aims to provide an extensive understanding on how organizational justice directly impacts retention rates of the academic staff through essential organizational behaviors such as organizational commitment, job satisfaction and turnover intention which are critical indications of employee well-being.

Anahtar Kelimeler

• Organizational Justice,Organizational Commitment,Job Satisfaction,Turnover Intention,Academic Staff

Kaynakça

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