THE IMPACT OF PERCEIVED ORGANIZATIONAL JUSTICE ON EMPLOYEES' JOB SATISFACTION AND INTENTION TO LEAVE

Yıl 2018, Cilt: 7 Sayı: 2, 333 - 352, 01.04.2018

Mehmet Ulutaş

Öz

Justice, which has studied on many philosophers from Aristotle to Platon, has become a concept that Adams' theory of inequity must also emphasize on organizations and administrators. Because employees seek equity and justice by comparing the conditions they have with their co-workers; If they do not have equal and fair working conditions, they show various reaction. For this reason, the study addresses the relationship between perception of organizational justice and job satisfaction and turnover intention. In the study, organizational justice perception is examined in two sub-dimensions as procedural and distributive. The data were collected through a questionnaire returned by the employees in nineteen seperate companies operating in different sectors in Konya Industrial Area, including the first five hundred and the second five hundred largest industrial establishments in Turkey. Factor analysis, correlation analysis and regression analysis were conducted on the data. The results showed that both sub-dimension of organizational justice perception are significantly and positively related to job satisfaction and significantly and negatively related to their turnover intention

Anahtar Kelimeler

Organizational Justice Perception, Distributive Justice, Procedural Justice

Örgütsel Adalet Algısı’nın Çalışanların İş Doyumu ve İşten Ayrılma Eğilimine Etkisi

Öz

Aristoteles'ten Platon'a kadar bir çok filozofun üzerinde çalıştığı adalet, Adams'ın eşitsizlik teorisi ile örgütlerin ve yöneticilerinin de üzerinde durması gereken bir kavram haline gelmiştir. Çünkü işgörenler, sahip oldukları koşulları iş arkadaşlarıyla kıyaslamak suretiyle eşitlik ve adalet aramakta; aradıkları bu eşit ve adil çalışma şartlarına sahip değillerse, bu duruma birtakım tepkiler göstermektedirler. Bu sebeple çalışma, örgütsel adalet algısı ile çalışanların iş doyumu ve işten ayrılma eğilimi arasındaki ilişkiyi ele almaktadır. Örgütsel adalet algısı, prosedürel ve dağıtımsal olarak iki alt boyutta incelenmiştir. Veriler, Konya Sanayi Bölgesi'nde farklı sektörlerde faaliyet gösteren, içlerinde Türkiye'nin ilk beşyüz ve ikinci beşyüz büyük sanayi kuruluşu da bulunan ondokuz ayrı işletmenin çalışanları üzerinde yapılan bir anket çalışmasıyla elde edilmiştir. Verilere faktör analizi, korelasyon analizi ve regresyon analizi yapılmıştır. Elde edilen sonuçlar, örgütsel adalet algısının her iki alt boyutunun da, çalışanların iş doyumu ile anlamlı ve pozitif yönde ve işten ayrılma eğilimi ile anlamlı ve negatif yönde ilişkili olduğunu göstermiştir

Anahtar Kelimeler

Örgütsel Adalet Algısı, Dağıtımsal Adalet, Prosedürel Adalet

Kaynakça

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