The Relationship Organizational Justice and Organizational Commitment: A Mini Meta Analysis

Abstract

In this study, meta-analysis method was used to determine the relationship between organisational justice and organisational commitment. While organisational justice refers to employees' perceptions of justice in the workplace, organisational commitment includes emotional, normative and continuance commitment of employees to their organisations. Organisational commitment is an important variable in terms of employees' tendency to stay at work and their dedication to their jobs. Meta-analysis method is a powerful statistical technique that helps to determine a general trend by systematically bringing together the results of different studies on a subject. The use of this method allows a more comprehensive evaluation of the relationship between organisational justice and organisational commitment and a general conclusion to be made. Within the scope of the purpose of the study, 10 studies that met the criteria among 104 empirical studies were identified and included in the meta-analysis. The analyses of the study were carried out with CMA 13 software (Comprehensive Meta Analysis 13.0). As a result of the meta-analysis performed with fixed effect model and random effect model to determine the relationship between organisational justice and organisational commitment, it was determined that the relationship between organisational justice and organisational commitment was statistically significant. According to the correlation mean and Fisher's Z transformation test statistics in the random effect model, which is valid due to heterogeneity, the effect of organisational justice on organisational commitment was determined at the level of large effect and the correlation magnitude was determined to be at the lowest level of 0.217 and the highest level of 0.416 at 95% confidence interval. It was determined that there was no effect of publication bias in the relationship between organisational justice and organisational commitment. Kendall's Tau b test results showed that the number of studies included in the study had no effect on the effect size in the analysis conducted to determine the relationship between study size and effect size. In line with the results of the meta-analysis, in order to increase the effect of organisational justice on employee engagement, it is recommended that businesses develop transparent policies in fair remuneration, promotion processes and decision-making mechanisms. Within the scope of human resources management, providing a fair working environment can strengthen employees' affective and normative commitment to the organisation. In addition, the effect of organisational justice on commitment should be examined in terms of sectoral and cultural differences, especially how it changes in different sectors and internationally. With the widespread use of remote and flexible working models, how the effect of justice perception on employee commitment changes should be addressed in future research. In this context, developing fair practices that will adapt to new working models can increase employee motivation and retention in the workplace.

Keywords

• Organizational Justice
• Organizational Commitment
• Systematic Review
• Mini Meta Analysis

Örgütsel adalet ile örgütsel bağlılık arasındaki ilişki: mini bir meta analiz

Öz

Bu çalışmada, örgütsel adalet ile örgütsel bağlılık arasındaki ilişkiyi tespit etmek için meta-analiz yöntemi kullanılmıştır. Örgütsel adalet, çalışanların iş yerindeki adalet algılarını ifade ederken; örgütsel bağlılık, çalışanların kurumlarına olan duygusal, normatif ve devam bağlılıklarını içermektedir. Örgütsel bağlılık ise çalışanların iş yerinde kalma eğilimleri ve işlerine karşı gösterdikleri özveri açısından önemli bir değişkendir. Meta-analiz yöntemi, bir konu hakkında yapılan farklı çalışmaların sonuçlarını sistematik bir şekilde bir araya getirerek genel bir eğilim belirlemeye yardımcı olan güçlü bir istatistiksel tekniktir. Bu yöntemin kullanılması, örgütsel adalet ile örgütsel bağlılık arasındaki ilişkinin daha kapsamlı bir şekilde değerlendirilmesine ve genel bir çıkarım yapılmasına olanak tanımaktadır. Araştırmanın amacı kapsamında, 104 ampirik çalışma içerisinde kriterleri karşılayan 10 çalışma belirlenerek meta-analize dahil edilmiştir. Çalışmanın analizleri, CMA 13 yazılımı (Comprehensive Meta Analysis 13.0) ile gerçekleştirilmiştir. Örgütsel adalet ile örgütsel bağlılık arasındaki ilişkiyi belirlemek amacıyla sabit etkili model ve rassal (random) etkili model ile gerçekleştirilen meta-analiz sonucunda örgütsel adalet ile örgütsel bağlılık arasındaki ilişkinin istatistiksel olarak anlamlı olduğu tespit edilmiştir. Heterojenlik nedeniyle geçerli olan rassal (random) etkili modelde edilen korelasyon ortalaması ve Fisher’s Z dönüşümü testi istatistiklerine göre örgütsel adaletin örgütsel bağlılık üzerindeki etkisi büyük etki düzeyinde tespit edilmiş olup %95 güven aralığında korelasyon büyüklüğünün en düşük 0,217 ve en yüksek 0,416 düzeyinde olduğu tespit edilmiştir. Örgütsel adalet ile örgütsel bağlılık arasındaki ilişkide yayın yanlılığına yönelik bir etkinin olmadığı tespit edilmiştir. Kendall’ın Tau b testi sonuçları, çalışma büyüklüğü ile etki büyüklüğü arasındaki ilişkiyi belirlemeye yönelik olarak yapılan analizde, araştırmaya dahil edilen çalışma sayısının etki büyüklüğü üzerinde herhangi bir etkisi olmadığını göstermiştir. Meta-analiz sonuçları doğrultusunda, örgütsel adaletin çalışan bağlılığı üzerindeki etkisini artırmak için işletmelerin adil ücretlendirme, terfi süreçleri ve karar alma mekanizmalarında şeffaf politikalar geliştirmesi önerilmektedir. İnsan kaynakları yönetimi kapsamında, adil bir çalışma ortamının sağlanması, çalışanların kuruma olan duygusal ve normatif bağlılıklarını güçlendirebilir. Ayrıca, örgütsel adaletin bağlılık üzerindeki etkisi sektörel ve kültürel farklılıklar açısından incelenmeli, özellikle farklı sektörlerde ve uluslararası düzeyde nasıl değiştiği araştırılmalıdır. Uzaktan ve esnek çalışma modellerinin yaygınlaşmasıyla birlikte adalet algısının çalışan bağlılığı üzerindeki etkisinin nasıl değiştiği gelecekteki araştırmalarla ele alınmalıdır. Bu kapsamda, işletmelerin yeni çalışma modellerine uyum sağlayacak adil uygulamalar geliştirmesi, çalışan motivasyonunu ve iş yerinde kalıcılığı artırabilir.

Anahtar Kelimeler

• Örgütsel Adalet
• Örgütsel Bağlılık
• Sistematik İnceleme
• Mini Meta Analiz

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