The Mediating Role of Job Satisfaction on the Effect of Organizational Justice to the Intention to Leave in the Aviation Sector in Turkey: A Cross-Sectional Field Study

Öz

The present study aims to determine if job satisfaction plays a mediation role in the effect of organizational justice on the intention to leave among employees in aviation organizations. As in many labor intensive sectors, experienced and qualified employees play a critical role in the safe and effective operations in the aviation sector. Various factors such as intense competition, low profit margin, seasonal characteristics of the sector, and intense working tempo, the high turnover rates in the sector increase the importance of the present study. Adopting convenience sampling method, 154 employees working in aviation organizations in Turkey has been surveyed. The statistical analyzes show that job satisfaction has a full mediating effect on the effect of all organizational justice sub-dimensions (distributional, transactional and interactional justice) on the intention to leave which indicate that job satisfaction is an important element for aviation organizations. Therefore, it is suggested that the organizations in the sector should concentrate on practices aimed at increasing job satisfaction of employees.

Anahtar Kelimeler

• Aviation sector,Organizational justice,Aviation organizations,Job satisfaction,Intention to leave

Türkiye’de Havacılık Sektörü Çalışanlarında Örgütsel Adaletin İşten Ayrılma Niyetine Etkisinde İş Tatmininin Aracılık Rolü: Kesitsel Bir Araştırma

Öz

Bu çalışma, Türkiye’deki havacılık örgütlerindeki işgörenlerin örgütsel adalet algılarının işten ayrılma niyetleri üzerindeki etkisinde, iş tatmininin aracılık etkisini ve bu etkinin türünü belirlemeyi amaçlamaktadır. Emek yoğun birçok sektörde olduğu gibi havacılık sektöründe tecrübeli ve kalifiye işgörenler, operasyonların emniyetli ve etkin biçimde gerçekleşmesinde kritik bir rol oynamaktadırlar. Ancak yoğun rekabet, düşük kâr marjı, sektörün mevsimsel özellik göstermesi, yoğun çalışma temposu gibi çeşitli nedenlerden ötürü sektörde işgücü devir hızı ve işten ayrılma oranlarının görece yüksek olması, çalışmanın önemini arttırmaktadır. Türkiye’deki havacılık örgütlerinde çalışan 154 kişiye kolayda örnekleme yöntemiyle ulaşılmış ve uygulanan anket ile araştırma verileri toplanmıştır. Yapılan istatistiksel analizler, tüm örgütsel adalet alt boyutlarının (dağıtım, işlem ve etkileşim adaleti) işten ayrılma niyetine olan etkisinde iş tatmininin tam aracılık etkisi bulunduğunu, bu yüzden iş tatmininin havacılık örgütleri açısından önemli bir unsur olduğunu göstermektedir. Dolayısıyla sektördeki örgütlerin, işgörenlerin iş tatminlerini arttırmaya yönelik uygulamalara ağırlık vermeleri gerektiği önerilmektedir.

Anahtar Kelimeler

• Havacılık sektörü,Örgütsel adalet,Havacılık örgütleri,İş tatmini,İşten ayrılma niyeti

Kaynakça

1. Addae, H. M., Praveen Parboteeah, K. ve Davis, E. E. (2006). Organizational commitment and intentions to quit: An examination of the moderating effects of psychological contract breach in Trinidad and Tobago. International journal of organizational analysis, 14(3), 225-238.
2. Alexander, S. ve Ruderman, M. (1987). The role of procedural and distributive justice in organizational behavior. Social justice research, 1(2), 177-198.
3. Bayram, N. (2016). Yapısal Eşitlik Modellemesine Giriş Amos Uygulamaları. Ezgi Kitabevi.
4. Becker, B. ve Gerhart, B. (1996). The impact of human resource management on organizational performance: Progress and prospects. Academy of management journal, 39(4), 779-801.
5. Bies, R. J. ve Shapiro, D. L. (1987). Interactional fairness judgments: The influence of causal accounts. Social Justice Research, 1(2), 199-218.
6. Bussing, A. Bissels, T., Fuchs, V., ve Perrar, K. M. (1999). A dynamic model of work satisfaction: Qualitative approaches. Human relations, 52(8), 999-1028.
7. Byrne, Z. S. (2005). Fairness reduces the negative effects of organizational politics on turnover intentions, citizenship behavior and job performance. Journal of Business and Psychology, 20(2), 175-200.
8. Chasserio, S. ve Legault, M. J. (2009). Strategic human resources management is irrelevant when it comes to highly skilled professionals in the Canadian new economy. The International Journal of Human Resource Management, 20(5), 1113-1131.

9. Chen, C. F. ve Kao, Y. L. (2011). The antecedents and consequences of job stress of flight attendants–Evidence from Taiwan. Journal of Air Transport Management, 17(4), 253-255.
10. Cho, S., Johanson, M. M. ve Guchait, P. (2009). Employees intent to leave: A comparison of determinants of intent to leave versus intent to stay. International Journal of Hospitality Management, 28(3), 374-381.
11. Chung, E. K., Jung, Y. ve Sohn, Y. W. (2017). A moderated mediation model of job stress, job satisfaction, and turnover intention for airport security screeners. Safety science, 98, 89-97.
12. Cihangiroğlu, N., ve Yılmaz, A. (2010). Çalışanların örgütsel adalet algısının örgütler için önemi. Sosyal Ekonomik Araştırmalar Dergisi, 10(19), 194-213.
13. Cohen-Charash, Y. ve Spector, P. E. (2001). The role of justice in organizations: A meta-analysis. Organizational behavior and human decision processes, 86(2), 278-321.
14. Colquitt, J. A., Conlon, D. E., Wesson, M. J., Porter, C. O. L. H. ve Ng, K. Y. (2001). Justice at the millennium: A meta-analytic review of 25 years of organizational justice research. Journal of Applied Psychology, 86(3), 425–445.
15. Colquitt, J. A., Scott, B. A., Rodell, J. B., Long, D. M., Zapata, C. P., Conlon, D. E. ve Wesson, M. J. (2013). Justice at the millennium, a decade later: A meta-analytic test of social exchange and affect-based perspectives. Journal of Applied Psychology, 98(2), 199–236.
16. Colquitt, J.A. ve J.M. Chertkoff, J.M. (2002) “Explaining injustice: the interactive effect of explanation and outcome on fairness perceptions and task motivation”, Journal of Management, 28(5), 591-610.
17. Cropanzano, R. ve Wright, T. A., (2003). “Procedural justice and organizational staffing: A tale of two pardigms”, Human Resoruce Management Review, 13, 7-39.
18. Cropanzano, R., Paddock, J., Rupp, D.E., J. Bagger, J. ve Baldwin, A. (2008), “How regulatory focus impacts the process-by-outcome interaction for perceived fairness and emotions”. Organizational Behavior and Human Decision Processes, 105(1), 36-51.
19. Cropanzano, R., Prehar, C. A. ve Chen, P. Y. (2002). Using social exchange theory to distinguish procedural from interactional justice. Group and Organization Management, 27(3), 324-351.
20. Daly, C. J. ve Dee, J. R. (2006). Greener pastures: Faculty turnover intent in urban public universities. The Journal of Higher Education, 77(5), 776-803.
21. DeConinck, J. B. ve Johnson, J. T. (2009). The effects of perceived supervisor support, perceived organizational support, and organizational justice on turnover among salespeople. Journal of Personal Selling and Sales Management, 29(4), 333-350.
22. Erdoğan İ. (1991), İşletmelerde Davranış, İstanbul: İşletme Fakültesi Yayın No: 242.
23. Foley, S., Kidder, D. L. ve Powell, G. N. (2002). The perceived glass ceiling and justice perceptions: An investigation of Hispanic law associates. Journal of Management, 28(4), 471-496.
24. Folger, R. ve Cropanzano, R., (1998). Organizational Justice and Human Resource Management, London: Sage Publications.
25. Folger, R. ve Konovsky, M.A. (1989) Effects of procedural and distributive justice reactions to pay raise decisions. Academy of Management Journal, 32, 115-130.
26. Greenberg, J. (1990). Organizational justice: Yesterday, today, and tomorrow. Journal of management, 16(2), 399-432.
27. Hartline, M. D., ve Jones, K. C. (1996). Employee performance cues in a hotel service environment: Influence on perceived service quality, value, and word-of-mouth intentions. Journal of business research, 35(3), 207-215.
28. Hendrix, W. H., Robbins, T., Miller, J. ve Summers, T. P. (1998). Effects of procedural and distributive justice on factors predictive of turnover. Journal of Social Behavior and Personality, 13(4), 611–632.
29. İşcan, Ö. F., ve Sayın, U. (2010). Örgütsel adalet, iş tatmini ve örgütsel güven arasındaki ilişki. Atatürk Üniversitesi İktisadi ve İdari Bilimler Dergisi, 24(4), 195-216.
30. Jalagat, R., Dalluay, V., Al-Zadjali, A. K. ve Al-Abdullah, A. (2017). The impacts of job satisfaction on employee turnover: A case study of Oman Air in Sultanate of Oman. European Academic Research, 5, 331-374.
31. Karatepe, O. M. ve Shahriari, S. (2014). Job embeddedness as a moderator of the impact of organisational justice on turnover intentions: A study in Iran. International Journal of Tourism Research, 16(1), 22-32.
32. Karavardar, G. (2015). Örgütsel adaletin iş tatmini, örgütsel bağlılık ve işten ayrılma niyeti üzerindeki etkisi. Uluslararası Yönetim İktisat ve İşletme Dergisi, 11(26), 139-150.
33. Konovsky, M. A. (2000). Understanding procedural justice and its impact on business organiza- tions. Journal of Management, 26, 489-511.
34. Masterson, S. S., Lewis, K., Goldman, B. M. ve 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.
35. Miles, S. J. ve Mangold, W. G. (2005). Positioning Southwest Airlines through employee branding. Business horizons, 48(6), 535-545.
36. Mobley, W.H., Horner, S.O. ve Hollingsworth, A.T., 1978. An evaluation of precursors of hospital employee turnover. Journal of Applied Psychology, 63, 408–414.
37. Nadiri, H., ve 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.
38. Parker, R. J., ve Kohlmeyer III, J. M. (2005). Organizational justice and turnover in public accounting firms: A research note. Accounting, Organizations and Society, 30(4), 357-369.
39. Price, J. L. ve Mueller, C. W. (1981). A causal model of turnover for nurses. Academy of management journal, 24(3), 543-565.
40. Seamster, T.L., Redding, R.E., Cannon, J.R., Ryder, J.M. ve Purcell, J.A., 1993. Cognitive task analysis of expertise in air traffic control. Int. J. Aviat. Psychol. 3, 257–283.
41. Tett, R. P. ve Meyer, J. P. (1993). Job satisfaction, organizational commitment, turnover intention, and turnover: path analyses based on meta‐analytic findings. Personnel psychology, 46(2), 259-293.
42. Türk Dil Kurumu, (2019). https://sozluk.gov.tr/, 07.12.2019 tarihinde erişildi.
43. Yeh, Y. P. (2014). Exploring the impacts of employee advocacy on job satisfaction and organizational commitment: Case of Taiwanese airlines. Journal of Air Transport Management, 36, 94-100.
44. Yeşil, S. ve Dereli, S. (2012). Örgütsel adalet ve iş tatmini üzerine bir alan çalışması. Kahramanmaraş Sütçü İmam Üniversitesi İktisadi ve İdari Bilimler Fakültesi Dergisi, 2 (1), 105-122. Erişim Adresi: http://iibfdergisi.ksu.edu.tr/issue/10264/125889