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THE MEDIATING ROLE OF PERSON ORGANIZATION FIT ON THE EFFECT OF ORGANIZATIONAL JUSTICE ON WORK ALIENATION

Yıl 2017, ICMEB17 Özel Sayısı, 854 - 866, 01.12.2017

Öz

Notion of justice has been prevalent in all human societies throughout history as a vital part of the communal living that regulates the relationships between individuals, organizations and communities. As a result of various negative events and unjust policies employees encounter in the workplace, employees can become demotivated and alienated towards their work. Furthermore, employees’ fit with the organization and their co-workers decreases. There has been ample research in the literature that studied the relation between organizational justice and work alienation. This study is important in that it investigates the role of the person organization fit’s agency mediating effect when determining the effects of organizational justice on the levels of work alienation. Population of this research consists of the employees employed in an enterprise located in Konya that is present in energy sector. As a data collection tool surveys were used and 120 valid surveys were obtained. The collected data was evaluated using SPSS 23,0 application. Reliability analyses were performed on the three tests used to measure the organizational justice perception, work alienation level and person organization fit of the employees. An explanatory factor analysis was also performed to determine the aspects of the related concepts. Correlation analyses showed that there is a statistically significant relationship between aspects of organizational justice, work alienation and person organization fit. Additionally regression analyses showed that perception of organizational justice can be used to predict the employees’ work alienation level. Same analyses also confirmed the person organization fit on the effects of organizational justice on work alienation.

Kaynakça

  • Aiken, M. & Hage, J. (1966). Organizational alienation: A comparative analysis. American Sociological Review, 497-507.
  • Altaş, S. S., & Çekmecelioğlu, H. G. (2015). Örgütsel adalet algısının iş tatmini, örgütsel bağlilik ve iş performansi üzerindeki etkileri: Okul öncesi öğretmenleri üzerinde araştirma. Ataturk University Journal of Economics & Administrative Sciences, 29(3), 421-439.
  • 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.
  • Bonjean, C. M., & Grimes, M. D. (1970). Bureaucracy and alienation: A dimensional approach. Social Forces, 48(3), 365-373.
  • Ceylan, A., & Sulu, S. (2011). Organizational injustice and work alienation. E+M Ekonomie a Management, 2, 65-78.
  • Chatman, J. A. (1991). Matching people and organizations: Selection and socialization in public accounting firms. Administrative Science Quarterly, 36(1), 459-484.
  • Colquitt, J. A. (2001). On the dimensionality of organizational justice: A construct validation of a measure. Journal of Applied Psychology, 86(3), 386.
  • Cowherd, D. M., & Levine, D. I. (1992). Product quality and pay equity between lower-level employees and top management: An investigation of distributive justice theory. Administrative Science Quarterly, 302-320.
  • Cropanzana, R., Bowen, D. E. & Gilliland, S. W. (2007). The management of organizational justice. The Academy of Management Perspectives, 34-48.
  • Cropanzano, R., Byrne, Z. S., Bobocel, D. R., & Rupp, D. E. (2001). Moral virtues, fairness heuristics, social entities, and other denizens of organizational justice. Journal of vocational behavior, 58(2), 164-209.
  • Erben, G. S. (2008). Effects of perceived employment opportunities, peer support, exhaustion and work alienation on the relationship between perceived job characteristics and a comparative study between lean and traditional production contexts (Doktora tezi), Marmara Üniversitesi, İstanbul.
  • Folger, R. G., & Cropanzano, R. (1998) Organizational justice and human resource management. Sage Publications, 7.
  • Greenberg, J. (1987). A taxonomy of organizational justice theories. Academy of Management Review, 12(1), 9- 22.
  • Greenberg, J. (1989). Cognitive reevaluation of outcomes in response to underpayment inequity. Academy of management journal, 32(1), 174-184.
  • Greenberg, J. (1990). Organizational justice: Yesterday, today, and tomorrow. Journal of management, 16(2), 399- 432.
  • Günsal, E. (2010). Algılanan örgütsel adalet ile örgütsel yabancılaşma arasında bir ilişki ve bir araştırma. (Yüksek Lisans Tezi), Marmara Üniversitesi, İstanbul.
  • İşcan, Ö. F., & Sayın, U. (2010). Örgütsel adalet, iş tatmini ve örgütsel güven arasindaki ilişki. Atatürk Üniversitesi İktisadi ve İdari Bilimler Dergisi, 24(4).
  • Kanten, P., & Ülker, F. (2014). Yönetim tarzinin üretkenlik karşiti iş davranişlarina etkisinde işe yabancilaşmanin aracilik rolü. Mugla Sitki Kocman University Journal of Social Sciences, 32.
  • Kurtulmus, M. & Karabiyik, H. (2016). Algilanan örgütsel adaletin ögretmenlerin ise yabancilasma düzeylerine etkisi / The effect of perceived organizational justice to work alienation level. Bartin Üniversitesi Egitim Fakültesi Dergisi, 5(2), 459.
  • Moon, H., Kamdar, D., Mayer, D. M. & Takeuchi, R. (2008). Me or we? The role of personality and justice as other-centered antecedents to innovative citizenship behaviors within organizations. Journal of Applied Psychology, 93(1), 84.
  • Mottaz, C. J., 1981, Some Determinants of Work Alienation. The Sociological Quarterly, 22(4), 515-529.
  • Nadiri, H. & Tanova, C. (2010). An investigation of the role of justice in turnover intentions, job satisfaction, and organizational citizenship behavior in hospitality industry. International journal of hospitality management, 29(1), 33-41.
  • Netemeyer, R. G., Boles, J. S., McKee, D. O. & McMurrian, R. (1997). An investigation into the antecedents of organizational citizenship behaviors in a personal selling context. Journal of Marketing, 85-98.
  • Ölçer, F. (2015). The investigation of the relationship between organizational justice and turnover intention: The mediating role of organizational commitment. Economic Computation & Economic Cybernetics Studies & Research, 49(3).
  • Özçelik, K. (2011). Kişi örgüt uyumu ve etik iklimin hastaneye bağlılığa etkisi: Hemşireler üzerinde bir araştırma. (Yüksek Lisans Yüksek Lisans), Beykent Üniversitesi, Istanbul.
  • Polatçı, S., & Cindiloğlu, M. (2013). Kişi-örgüt uyumunun örgütsel vatandaşlık davranışına etkisi: Duygusal bağlılığın aracılık rolü. Süleyman Demirel Üniversitesi İktisadi ve İdari Bilimler Fakültesi Dergisi, 18(3), 299-318.
  • Polatçı, S. & Özçalık, F. (2015). Çalışanların örgütsel adalet algıları ile üretkenlik karşıtı iş davranışları etkileşiminde pozitif ve negatif duygusallığın aracılık etkisi. Dokuz Eylül Üniversitesi Sosyal Bilimler Enstitüsü Dergisi, 17(2), 215-234.
  • Sayü, P. (2014). The relationship between organizational justice and work alienation. (Yüksek Lisans Tezi), Marmara Üniversitesi, İstanbul.
  • Şimşek, M. Ş., Çelik, A., Akgemci, T. & Fettahoğlu, T. (2006). Örgütlerde yabancilaşmanin yönetimi araştirmasi. Selçuk Üniversitesi Sosyal Bilimler Enstitüsü Dergisi, 15, 569-587.
  • Şirin, E. F. (2009). Beden eğitimi öğretmenlerinin işe yabancılaşma düzeylerinin bazı değişkenler açısından incelenmesi. CBÜ Beden Eğitimi ve Spor Bilimleri Dergisi, 4(4), 164-177.
  • Taştan, S., İşci, E. & Arslan, B. (2014). Örgütsel destek algisinin işe yabancilaşma ve örgütsel bağliliğa etkisinin incelenmesi: İstanbul özel hastanelerinde bir çalişma. Pamukkale Üniversitesi Sosyal Bilimler Enstitüsü Dergisi, 19, 121-138.
  • Topakkaya, A. (2008). Adalet kavramı bağlamında Aristoteles-Platon karşılaştırması. SDÜ Felsefe Bilimler Dergisi, 6, 27-49.
  • Turunç, Ö. & Çelik, M. (2012). İş tatmini-kişi-örgüt uyumu ve amire güven-kişi-örgüt uyumu ilişkisinde dağitim adaletinin düzenleyici rolü. İş, Güç, Endüstri İlişkileri ve İnsan Kaynakları Dergisi, 14(2), 57-78.
  • Yahyagil, M. Y. (2005). Birey ve organizasyon uyumu ve çalişanlarin iş tutumlarina etkisi. Marmara Üniversitesi Öneri Dergisi, 24, 137-149.
  • Yürür, S. (2008). Örgütsel adalet ile iş tatmini ve çalışanların bireysel özellikleri arasındaki ilişkilerin analizine yönelik bir araştırma. Süleyman Demirel Üniversitesi İktisadi ve İdari Bilimler Fakültesi Dergisi, 13(2).

THE MEDIATING ROLE OF PERSON ORGANIZATION FIT ON THE EFFECT OF ORGANIZATIONAL JUSTICE ON WORK ALIENATION

Yıl 2017, ICMEB17 Özel Sayısı, 854 - 866, 01.12.2017

Öz

Notion of justice has been prevalent in all human societies throughout history as a vital part of the communal living that regulates the relationships between individuals, organizations and communities. As a result of various negative events and unjust policies employees encounter in the workplace, employees can become demotivated and alienated towards their work. Furthermore, employees’ fit with the organization and their coworkers decreases. There has been ample research in the literature that studied the relation between organizational justice and work alienation. This study is important in that it investigates the role of the person organization fit’s agency mediating effect when determining the effects of organizational justice on the levels of work alienation. Population of this research consists of the employees employed in an enterprise located in Konya that is present in energy sector. As a data collection tool surveys were used and 120 valid surveys were obtained. The collected data was evaluated using SPSS 23,0 application. Reliability analyses were performed on the three tests used to measure the organizational justice perception, work alienation level and person organization fit of the employees. An explanatory factor analysis was also performed to determine the aspects of the related concepts. Correlation analyses showed that there is a statistically significant relationship between aspects of organizational justice, work alienation and person organization fit. Additionally regression analyses showed that perception of organizational justice can be used to predict the employees’ work alienation level. Same analyses also confirmed the person organization fit on the effects of organizational justice on work alienation

Kaynakça

  • Aiken, M. & Hage, J. (1966). Organizational alienation: A comparative analysis. American Sociological Review, 497-507.
  • Altaş, S. S., & Çekmecelioğlu, H. G. (2015). Örgütsel adalet algısının iş tatmini, örgütsel bağlilik ve iş performansi üzerindeki etkileri: Okul öncesi öğretmenleri üzerinde araştirma. Ataturk University Journal of Economics & Administrative Sciences, 29(3), 421-439.
  • 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.
  • Bonjean, C. M., & Grimes, M. D. (1970). Bureaucracy and alienation: A dimensional approach. Social Forces, 48(3), 365-373.
  • Ceylan, A., & Sulu, S. (2011). Organizational injustice and work alienation. E+M Ekonomie a Management, 2, 65-78.
  • Chatman, J. A. (1991). Matching people and organizations: Selection and socialization in public accounting firms. Administrative Science Quarterly, 36(1), 459-484.
  • Colquitt, J. A. (2001). On the dimensionality of organizational justice: A construct validation of a measure. Journal of Applied Psychology, 86(3), 386.
  • Cowherd, D. M., & Levine, D. I. (1992). Product quality and pay equity between lower-level employees and top management: An investigation of distributive justice theory. Administrative Science Quarterly, 302-320.
  • Cropanzana, R., Bowen, D. E. & Gilliland, S. W. (2007). The management of organizational justice. The Academy of Management Perspectives, 34-48.
  • Cropanzano, R., Byrne, Z. S., Bobocel, D. R., & Rupp, D. E. (2001). Moral virtues, fairness heuristics, social entities, and other denizens of organizational justice. Journal of vocational behavior, 58(2), 164-209.
  • Erben, G. S. (2008). Effects of perceived employment opportunities, peer support, exhaustion and work alienation on the relationship between perceived job characteristics and a comparative study between lean and traditional production contexts (Doktora tezi), Marmara Üniversitesi, İstanbul.
  • Folger, R. G., & Cropanzano, R. (1998) Organizational justice and human resource management. Sage Publications, 7.
  • Greenberg, J. (1987). A taxonomy of organizational justice theories. Academy of Management Review, 12(1), 9- 22.
  • Greenberg, J. (1989). Cognitive reevaluation of outcomes in response to underpayment inequity. Academy of management journal, 32(1), 174-184.
  • Greenberg, J. (1990). Organizational justice: Yesterday, today, and tomorrow. Journal of management, 16(2), 399- 432.
  • Günsal, E. (2010). Algılanan örgütsel adalet ile örgütsel yabancılaşma arasında bir ilişki ve bir araştırma. (Yüksek Lisans Tezi), Marmara Üniversitesi, İstanbul.
  • İşcan, Ö. F., & Sayın, U. (2010). Örgütsel adalet, iş tatmini ve örgütsel güven arasindaki ilişki. Atatürk Üniversitesi İktisadi ve İdari Bilimler Dergisi, 24(4).
  • Kanten, P., & Ülker, F. (2014). Yönetim tarzinin üretkenlik karşiti iş davranişlarina etkisinde işe yabancilaşmanin aracilik rolü. Mugla Sitki Kocman University Journal of Social Sciences, 32.
  • Kurtulmus, M. & Karabiyik, H. (2016). Algilanan örgütsel adaletin ögretmenlerin ise yabancilasma düzeylerine etkisi / The effect of perceived organizational justice to work alienation level. Bartin Üniversitesi Egitim Fakültesi Dergisi, 5(2), 459.
  • Moon, H., Kamdar, D., Mayer, D. M. & Takeuchi, R. (2008). Me or we? The role of personality and justice as other-centered antecedents to innovative citizenship behaviors within organizations. Journal of Applied Psychology, 93(1), 84.
  • Mottaz, C. J., 1981, Some Determinants of Work Alienation. The Sociological Quarterly, 22(4), 515-529.
  • Nadiri, H. & Tanova, C. (2010). An investigation of the role of justice in turnover intentions, job satisfaction, and organizational citizenship behavior in hospitality industry. International journal of hospitality management, 29(1), 33-41.
  • Netemeyer, R. G., Boles, J. S., McKee, D. O. & McMurrian, R. (1997). An investigation into the antecedents of organizational citizenship behaviors in a personal selling context. Journal of Marketing, 85-98.
  • Ölçer, F. (2015). The investigation of the relationship between organizational justice and turnover intention: The mediating role of organizational commitment. Economic Computation & Economic Cybernetics Studies & Research, 49(3).
  • Özçelik, K. (2011). Kişi örgüt uyumu ve etik iklimin hastaneye bağlılığa etkisi: Hemşireler üzerinde bir araştırma. (Yüksek Lisans Yüksek Lisans), Beykent Üniversitesi, Istanbul.
  • Polatçı, S., & Cindiloğlu, M. (2013). Kişi-örgüt uyumunun örgütsel vatandaşlık davranışına etkisi: Duygusal bağlılığın aracılık rolü. Süleyman Demirel Üniversitesi İktisadi ve İdari Bilimler Fakültesi Dergisi, 18(3), 299-318.
  • Polatçı, S. & Özçalık, F. (2015). Çalışanların örgütsel adalet algıları ile üretkenlik karşıtı iş davranışları etkileşiminde pozitif ve negatif duygusallığın aracılık etkisi. Dokuz Eylül Üniversitesi Sosyal Bilimler Enstitüsü Dergisi, 17(2), 215-234.
  • Sayü, P. (2014). The relationship between organizational justice and work alienation. (Yüksek Lisans Tezi), Marmara Üniversitesi, İstanbul.
  • Şimşek, M. Ş., Çelik, A., Akgemci, T. & Fettahoğlu, T. (2006). Örgütlerde yabancilaşmanin yönetimi araştirmasi. Selçuk Üniversitesi Sosyal Bilimler Enstitüsü Dergisi, 15, 569-587.
  • Şirin, E. F. (2009). Beden eğitimi öğretmenlerinin işe yabancılaşma düzeylerinin bazı değişkenler açısından incelenmesi. CBÜ Beden Eğitimi ve Spor Bilimleri Dergisi, 4(4), 164-177.
  • Taştan, S., İşci, E. & Arslan, B. (2014). Örgütsel destek algisinin işe yabancilaşma ve örgütsel bağliliğa etkisinin incelenmesi: İstanbul özel hastanelerinde bir çalişma. Pamukkale Üniversitesi Sosyal Bilimler Enstitüsü Dergisi, 19, 121-138.
  • Topakkaya, A. (2008). Adalet kavramı bağlamında Aristoteles-Platon karşılaştırması. SDÜ Felsefe Bilimler Dergisi, 6, 27-49.
  • Turunç, Ö. & Çelik, M. (2012). İş tatmini-kişi-örgüt uyumu ve amire güven-kişi-örgüt uyumu ilişkisinde dağitim adaletinin düzenleyici rolü. İş, Güç, Endüstri İlişkileri ve İnsan Kaynakları Dergisi, 14(2), 57-78.
  • Yahyagil, M. Y. (2005). Birey ve organizasyon uyumu ve çalişanlarin iş tutumlarina etkisi. Marmara Üniversitesi Öneri Dergisi, 24, 137-149.
  • Yürür, S. (2008). Örgütsel adalet ile iş tatmini ve çalışanların bireysel özellikleri arasındaki ilişkilerin analizine yönelik bir araştırma. Süleyman Demirel Üniversitesi İktisadi ve İdari Bilimler Fakültesi Dergisi, 13(2).
Toplam 35 adet kaynakça vardır.

Ayrıntılar

Birincil Dil İngilizce
Bölüm Research Article
Yazarlar

Adnan Çelik Bu kişi benim

Arif Damar Bu kişi benim

Yayımlanma Tarihi 1 Aralık 2017
Gönderilme Tarihi 17 Ekim 2017
Yayımlandığı Sayı Yıl 2017 ICMEB17 Özel Sayısı

Kaynak Göster

APA Çelik, A., & Damar, A. (2017). THE MEDIATING ROLE OF PERSON ORGANIZATION FIT ON THE EFFECT OF ORGANIZATIONAL JUSTICE ON WORK ALIENATION. Uluslararası Yönetim İktisat Ve İşletme Dergisi, 13(13), 854-866.