Araştırma Makalesi
BibTex RIS Kaynak Göster

PERAKENDE SEKTÖRÜ ÇALIŞANLARINDA ÖRGÜTSEL ADALET VE ÇALIŞAN İYİ OLUŞU ARASINDAKİ İLİŞKİDE GÜÇ MESAFESİNİN DÜZENLEYİCİ ROLÜ

Yıl 2020, Cilt: 6 Sayı: 9, 42 - 55, 01.08.2020

Öz

Bu araştırma kapsamında; perakende sektöründe farklı seviyelerde çalışan 299 katılımcıdan toplanan veriler üzerinden algılanan örgütsel adalet ve çalışan iyi oluşu arasındaki ilişki incelenmiştir. Aynı zamanda, bu ilişkide güç mesafesinin düzenleyici rolü test edilmiştir. Yapılan analizlerin sonucunda; algılanan örgütsel adalet ve çalışan iyi oluşu arasında anlamlı ve pozitif yönde ilişki saptanmıştır. Güç mesafesinin çalışan iyi oluşu ve algılanan örgütsel adalet ile anlamlı ve negatif yönde ilişkisi olduğu ortaya çıkmıştır. Buna karşılık bir kültürel eğilim olarak güç mesafesinin bu ilişkideki düzenleyici rolü test edildiğinde düzenleyici etkisi olmadığı ortaya çıkmıştır.

Kaynakça

  • Kaynakça
  • Acaray, A. (2019). The moderating role of power distance on organizational justice and organizational cynicism. International Journal of Economic & Administrative Studies, 24, 197-214.
  • Adams, J. S. (1963). Toward an understanding of inequity. Journal of Abnormal and Social Psychology, 67, 422-436.
  • Adams, J. S. (1965). Inequity in social exchange. Advances in Experimental Social Psychology, 2, 267-299.
  • Aiken, L.S., ve West, S.G. (1991). Multiple Regression: Testing and Interpreting Interactions. Newbury Park: CA: Sage
  • Ambrose, M. L. ve Schminke, M. (2007). Examining justice climate: Issues of fit, simplicity, and content. F. Dansereau, ve F.J. Yammarino (Ed.), Multilevel issues in organizations and time (s. 397-413) içinde. Emerald Group Publishing Limited.
  • Aycan, Z. (1998). Endüstri ve örgüt psikolojisi alanında etik uygulamalar. Türk Psikoloji Dergisi, 13(42), 47-50.
  • Bahar, B. ve Minga, R. (2019). The impacts of ethical leadership on the employee wellbeing: The mediating role of interactional justice. Social Sciences Studies, 48, 5986-5997.
  • Blau, P. M. (1964). Exchange and Power in Social Life. NY: John Wiley & Sons.
  • Begley, T., Lee, C., Fang, Y. ve Li, J. (2002). Power distance as a moderator of the relationship between justice and employee outcomes in a sample of Chinese employees. Journal of Managerial Psychology, 17(8), 692-711.
  • Bernerth, J. B., Whitman, D. S., Walker, H. J., Mitchell, D. T. ve Taylor, S. G. (2016). Actors have feelings too: An examination of justice climate effects on the psychological well-being of organizational authority figures. Journal of Occupational and Organizational Psychology, 89, 693–710.
  • Bolat, O. İ., Bolat, T., Seymen, O. ve Yüksel, M. (2017). Abusive Supervision and Burnout: The Moderating Effects of Leader-Member Exchange and Power Distance. Balikesir University Journal of Social Sciences Institute, 20(38), 123-161.
  • Bolat, T., Seymen Aytemiz, O., Bolat, İ., Kinter, O. ve Katı, Y. (2018). Güç mesafesi ve paternalist liderlik ilişkisi: Kuşaklar açısından bir değerlendirme. International Social Sciences Studies Journal, 4(25), 5496-5502.
  • Colquitt, J. A. (2001). On the dimensionality of organizational justice: A construct validation of a measure. The Journal of Applied Psychology, 86, 386-400.
  • 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. The Journal of Applied Psychology, 98, 199-236.
  • Costigan, R., Insinga, R., Berman, J., Ilter, S., Kranas, G. ve Kureshov, V. (2006). The effect of employee trust of the supervisor on enterprising behavior: A crosscultural comparision. Journal of Business & Psychology, 21(2), 273-291.
  • Culbertson, S. S., Fullagar, C. J. ve Mills, M. J. (2010). Feeling good and doing great: the relationship between psychological capital and well-being. Journal of Occupational Health Psychology, 15(4), 421-433.
  • Demir, G. ve Albayrak, A. S. (2019). The moderator role of individual power distance orientation in the relationship between benevolent leadership and employee voice behavior. Uluslararasi Ekonomi ve Yenilik Dergisi, 5(1), 67-89.
  • Diener, E. (2009). Subjective well-being. E. Diener (Ed.), The science of well-being: The collected works of Ed Diener (Vol. 37, s. 11-58) içinde. New York: Springer.
  • Duyar, V. D. (2018). The Effect of Cultural Intelligence on Job Performance and Employee Well-Being: A Comparison Between Expatriates and Host Country Nationals (Yayınlanmamış Doktora Tezi). Bahçeşehir Üniversitesi/Sosyal Bilimler Enstitüsü, İstanbul.
  • Eib, C., Bernhard-Oettel, C., Magnusson Hanson, L. L. ve Leineweber, C. (2018). Organizational justice and health: Studying mental preoccupation with work and social support as mediators for lagged and reversed relationships. Journal of Occupational Health Psychology, 23(4), 553-567.
  • Emerson, R. M. 1976. Social exchange theory. Annual Review of Sociology, 2, 335-362.
  • Farh, J.L., Hackett, R.D., ve Liang, J. (2007). Individual level cultural values as moderators of perceived organizational support-employee outcome relationships in China: Comparing the effects of power distance and traditionality. Academy of Management Journal, 50(3), 715-729.
  • Festinger, L. (1957). A theory of cognitive dissonance. CA: Stanford University Press.
  • Festinger, L. (1962). A Theory of Cognitive Dissonance. CA: Stanford University Press.
  • Fischer, R., Abubakar, A. ve Arasa, J. N. (2014). Organizational justice and mental health: a multi-level test of justice interactions. International Journal of Psychology, 49(2), 108-114.
  • Flint, D., Haley, L. M., ve McNally, J. J. (2013). Individual and organizational determinants of turnover intent. Personnel Review, 42, 552-572.
  • Gallagher, M. W., ve Lopez, S. J. (2009). Positive expectancies and mental health: Identifying the unique contributions of hope and optimism. The Journal of Positive Psychology, 4, 548–556.
  • Greenberg, J. (1990). Organizational justice: Yesterday, today, and tomorrow. Journal of Management, 16, 399-432.
  • Greenberg, J. (1999). Managing behavior in organizations. New Jersey: Prentice Hall.
  • Grinde, B. (2012). The Biology of Happiness. New York: Springer.
  • Gündüz, M. (2018). The effect of organizational justice on employee wellbeing: A case strudy from information technology field in Turkey. (Yayınlanmamış Yüksek Lisans Tezi) Bahçeşehir Üniversitesi/Sosyal Bilimler Enstitüsü, İstanbul.
  • Henderson, L.W., ve Knight, T. (2012). Integrating the hedonic and eudaimonic perspectives to more comprehensively understand wellbeing and pathways to wellbeing. International Journal of Wellbeing, 2(3), 196-221.
  • Hofstede, G. (1980). Motivation, leadership, and organization: Do American theories apply abroad?. Organizational Dynamics, 9(1), 42-63.
  • Hofstede, G. (2001). Culture’s consequences: Comparing values, behaviors, institutions, and organizations across nations. Thousand Oaks, CA: Sage
  • Homans, G. C. (1958). Social behavior as Exchange. American Journal of Sociology, 63, 597-606.
  • Hussain, I. ve Sia, S. K. (2017). Power distance orientation dilutes the effect of abusive supervision on workplace deviance. Management and Labour Studies, 42(4) 293–305.
  • Huta, V., ve Waterman, A. S. (2014). Eudaimonia and its distinction from hedonia: Developing a classification and terminology for understanding conceptual and operational definitions. Journal of Happiness Studies, 15(6), 1425-1456.
  • Huong, L., Zheng, C. ve Fujimoto, Y. (2016). Inclusion, organisational justice and employee well-being. International Journal of Manpower, 37(6), 945-964.
  • Kashdan, T. B., Biswas-Diener, R., ve King, L. A. (2008). Reconsidering happiness: the costs of distinguishing between hedonics and eudaimonia. The Journal of Positive Psychology, 3(4), 219-233.
  • Keyes, C. L., ve Annas, J. (2009). Feeling good and functioning well: distinctive concepts in ancient philosophy and contemporary science. The Journal of Positive Psychology, 4(3), 197-201.
  • Kılıç, T., Bostan, S. ve Grabowski, W. (2015). A new approach to the organizational justice concept: The collective level of justice perceptions. International Journal of Health Sciences March, 3(1), 157-175.
  • Kirkman, B., Chen, G., Farh, J.-L., Chen, Z. X., ve Lowe, K. B. (2009). Individual power distance orientation and employee reactions to transformational supervisors: A cross-level, cross-cultural examination. Academy of Management Journal, 52, 744–764.
  • Korkmaz, H. G. ve Bozkurt, S. (2018). Örgütsel adalet ile tükenmişlik arasındaki ilişkinin demografik değişkenler bağlamında incelenmesi ve hastane çalışanlarına yönelik bir araştırma. International Journal of Economic & Administrative Studies, 20, 233-252.
  • Korsgaard, M. A., Schweiger, D. M., ve Sapienza, H. J. (1995). Building commitment, attachment, and trust in strategic decision-making teams: The role of procedural justice. Academy of Management Journal, 38, 60–84.
  • Liljegren, M. ve Ekberg, K. (2009).The associations between perceived distributive, procedural, and interactional organizational justice, self-rated health and burnout. Work, 33, 43–51.
  • Locke, E. A. (1976). The nature and causes of job satisfaction. M. D. Dunnette (Ed.), Handbook of industrial and organizational psychology (s. 1297–1349). Chicago: Rand McNally.
  • Maslow, A.H. (1943). A preface to motivational theory. Psychosomatic Medicine, 5, 83-92.
  • 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, 738–748.
  • Meydan, C. H., Basım, H. N. ve Başar, U. (2014). Eurasian Journal of Business & Economics, 7(13), 105-118.
  • Moorman, R. H. (1991). Relationship between organizational justice and organizational citizenship behaviors: do fairness perceptions influence employee citizenship? Journal of Applied Psychology 76(6), 845-855.
  • Niehoff, B. P. ve Moorman, R. H. (1993). Justice as a mediator of the relationship between methods of monitoring and organizational citizenship behavior. Academy of Management Journal, 36(3), 527 – 556.
  • Norton, D. L. (1976). Personal Destinies. Princeton: Princeton University Press.
  • Pallant, J. (2007). SPSS Survival Manual-A Step by Step Guide to Data Analysis Using SPSS for Windows. Maidenhead: Open University Press.
  • Park, H., Lee, K. S, Y. J, Lee, D. J. ve Lee, H. K. (2019). The association between organizational justice and psychological well-being by regular exercise in korean employees. International Journal of Environmental Research and Public Health, 16(12), 2223.
  • Pan, X., Chen, M., Hao, Z. Ve Bi, W. (2018). The effects of organizational justice on positive organizational behavior: Evidence from a large-sample survey and a situational experiment. Frontiers in psychology, 8, 2315.
  • Pérez-Rodríguez, V., Topa, G. ve Beléndez, M. (2019). Organizational justice and work stress: The mediating role of negative, but not positive, emotions. Personality and Individual Differences, 151, 109392.
  • Podsakoff, P. M., MacKenzie, S. B., Lee, J. Y. ve Podsakoff, N. P. (2003). Common method biases in behavioral research: a critical review of the literature and recommended remedies. Journal of Applied Psychology, 88(5), 879-903.
  • Rani R., Garg P. ve Rastogi R. (2012). Organizational justice and psychological wellbeing of police employees: A relationship study. International Journal of Advances in Management and Economics, 1(5), 183-194. Rauf, F. H. A. (2014). Perceptions of Organisational Justice as a Predictor of Organisational Citizenship Behaviour: An Empirical Study at Schools in Sri Lanka. European Journal of Business and Management, 6(12), 124-130.
  • Sahai, A. ve Singh, A. (2016). Organizational justice enhances subjective well-being. The International Journal of Indian Psychology, 3(3), 6.
  • Silva, M. R., ve Caetano, A. (2016). Organizational justice across cultures: A systematic review of four decades of research and some directions for the future. Social Justice Research, 29, 257-287.
  • Swalhi A., Zgoulli S., Hofaidhllaoui M. (2017). The influence of organizational justice on job performance: the mediating effect of affective commitment. Management Development, 36(4), 542–559.
  • Tabachnick, B.G. ve Fidell, L.S. (2013). Using Multivariate Statistics. Pearson, Boston.
  • Tsai, M. C. (2012). An empirical study of the conceptualization of overall organizational justice and its relationship with psychological empowerment, organizational commitment and turnover intentions in higher education (Yayınlanmamış doktora tezi). University of Washington.
  • Tyler, T.R., Lind, E.A., ve Huo, Y.J. (2000). Cultural values and authority relations: The psychology of conflict resolution across cultures. Psychology. Public Policy and Law, 6(4), 1138–1163.
  • Waterman, A. S. (1993). Two conceptions of Happiness: Contrasts of personal expressiveness (Eudaimonia) and Hedonic Enjoyment. Journal of Personality and Social Psychology, 64(4), 678-691.
  • Waterman, A. S. (2008). Reconsidering happiness: a eudaimonist's perspective. The Journal of Positive Psychology, 3(4), 234-252.
  • WHO. (1948). Constitution. World Health Organization, Genova.
  • Yeniçeri, Ö., Demirel, Y. ve Seçkin, Z. (2009). Örgütsel Adalet ile Duygusal Tükenmişlik Arasındaki İlişki: İmalat Sanayi Çalışanları Üzerine Bir Araştırma. Karamanoğlu Mehmetbey Üniversitesi Sosyal ve Ekonomik Araştırmalar Dergisi, 1, 83-89.
  • Yorulmaz, Y. İ., Çolak, İ., Altınkurt, Y. ve Yılmaz, K. (2018). Örgütsel güç mesafesi ölçeği geçerlik ve güvenirlik çalışması. Trakya Eğitim Dergisi 8(4), 671-686.
  • Yıldırım, F. (2002), Çalışma Yaşamında Örgüte Bağlılık ve Örgütsel Adalet İlişkisi (Yayınlanmamış Doktora Tezi). Ankara Üniversitesi Sosyal Bilimler Enstitüsü, Ankara.
  • Zheng X., Zhu. W., Zhao, H., ve Zhang, C. (2015). Employee well-being in organizations:Theoretical model, scale development, and cross-cultural validation. Journal of Organizational Behavior, 36, 621–644.
Toplam 72 adet kaynakça vardır.

Ayrıntılar

Birincil Dil Türkçe
Konular İşletme
Bölüm Makaleler
Yazarlar

Merve Mamacı

Mücahit Şişlioğlu Bu kişi benim

Serdar Altun

Yayımlanma Tarihi 1 Ağustos 2020
Kabul Tarihi 29 Haziran 2020
Yayımlandığı Sayı Yıl 2020 Cilt: 6 Sayı: 9

Kaynak Göster

APA Mamacı, M., Şişlioğlu, M., & Altun, S. (2020). PERAKENDE SEKTÖRÜ ÇALIŞANLARINDA ÖRGÜTSEL ADALET VE ÇALIŞAN İYİ OLUŞU ARASINDAKİ İLİŞKİDE GÜÇ MESAFESİNİN DÜZENLEYİCİ ROLÜ. Uluslararası Akademik Yönetim Bilimleri Dergisi, 6(9), 42-55.
Uluslararası Akademik Yönetim Bilimleri Dergisi
ISSN: 2149-1984
YÜKSEKBİLGİLİ EĞİTİM VE DANIŞMANLIK LTD. ŞTİ.