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THE IMPACT OF ORGANIZATIONAL JUSTICE ON JOB SATISFACTION, ORGANIZATIONAL COMMITMENT AND TURNOVER INTENTION

Yıl 2015, Cilt: 11 Sayı: 26, 139 - 150, 01.09.2015
https://doi.org/10.17130/ijmeb.2015.11.26.688

Öz

This study aims to investigate the impact of organizational justice perception of employees on their job satisfaction, organizational commitment and turnover intention. The data were collected from an insurance company’s head office employee in Istanbul. To analyze the data, correlation and hierarchical regression were used. According to the findings, all of the dimensions of organizational justice have an effect on job satisfaction. Besides, distributive justice, procedural justice and interpersonal justice have an effect on organizational commitment. In addition to that, distributive and interpersonal justice has an effect on turnover intention

Kaynakça

  • Atalay, C. G. (2010). Örgütsel adalet, örgütsel davranışta güncel konular. Bursa: Ekin Basım Yayın.
  • Beugre, C. (1998). Implementing business process reengineering: The role of organizational justice. The Journal of Applied Behavioral Science, 34(3), 347–360.
  • Beugre, C. (2002). Understanding organizational justice and its impact on managing employees: An african perspective. Journal of Human Resource Management, 13(7), 1091-1104.
  • Beugre, C. D., & Baron, R. A. (2001). Perceptions of systemic justice: The effects of distributive, procedural and interactional justice. Journal of Applied Social Psychology, 32(2), 324- 339.
  • Chan, S., & Jespen, D. M. (2011). Workplace relationships, attitudes, and organizational justice: A hospitality shift worker contextual perspective. Journal of Human Resources in Hospitality and Tourism, 10, 150-160.
  • Chang, C., & Dubinsky, A. J. (2005). Organizational justice in sales force: A literature review with propositions. Journal of Business to Business Marketing, 12(1), 35-71.
  • Chang, C., & Dubinsky, A. J. (2005). Organizational justice in sales force: A literature review with propositions. Journal of Business to Business Marketing, 12(1), 35-71.
  • Choi, S. (2011). Organizational justice and employee work attitude: The federal case. The American Review of Public Administration, 41(2), 185-204.
  • Cohen-Charash, Y., & Spector, P. E. (2001). The role of justice in organizations: A meta analysis. Organizational Behavior and Human Decision Processes, 26, 278-321.
  • Colquitt, J. A., Conlon, D. E., Wesson, M. J., Porter, C. O. L. H., & Yee, K. N. (2001). Justice at the millennium: A meta-analytic review of 25 years of organizational justice research. Journal of Applied Psychology, 86(3), 425-445.
  • Colquitt, J. A., Scott, B. A., Rodell, J. B., Long, D. M., Zapata, C. P., Conlon, D. E., & 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.
  • Cropanzano, R., & Mitchell, M. S. (2005). Social exchange theory: An interdiciplinary review. Journal of Management, 31(6), 874-900.
  • Cropanzano, R., Prehar, C. A., & Chen, P. Y. (2002). Using social exchange theory to distinguish procedural from interactional justice. Group and Organization Management, 27(3), 324-351.
  • Daley, C., & Dee, J. R. (2006). Greener pastures: Faculty turnover intent in urban public universities. Journal of Higher Education, 77(5), 776-203.
  • Demir, N. (2007). Örgüt kültürü ve iş tatmini. İstanbul: Türkmen Kitabevi.
  • Elamin, A. M., & Alomain, N. (2011). Does organizational justice influence job satisfaction and self-perceived performance in Saudi Arabia work environment. International Management Review, 7(1), 38-49.
  • Elovainio, M., Kivimaki M., & Vahtera, J. (2002). Organizational justice: Evidence of a new psychosocial predictor of health. American Journal of Public Health, 92(1), 105–108.
  • Folger, G. R., & Cropanzano, R. (1998). Organizational justice and human resource management. London: Sage Publications Inc.
  • Forret, M., & Love, M. S. (2007). Employee justice perceptions and coworker relationships. Leadership & Organization Development Journal, 29(3), 248–260.
  • Greenberg, J. (1987). Taxonomy of organizational justice theories. The Academy of Management Review, 12(1), 9-22.
  • Greenberg, J. (1990). Organizational justice: Yesterday, today and tomorrow. Journal of Management, 16(2), 399-432.
  • Greenberg, J. (1993). The social side of fairness: Interpersonal and informational classes of organizational justice. In R. Cropanzano (Ed.), Justice in the workplace: Approaching fairness in human resource management (pp. 79-103). Hillsdale, NJ:Erlbaum.
  • İşcan, Ö. F., & Sayın, U. (2010). Örgütsel adalet, iş tatmini ve örgütsel güven arasındaki ilişki. Atatürk Üniversitesi İktisadi ve İdari Bilimler Fakültesi Dergisi, 24(4), 195-216.
  • Jahangir, N., Akbar, M. M., & Noorjahan, B. (2006). The impact of social power bases, procedural justice, job satisfaction, and organizational commitment on employees’ turnover intention. South Asian Journal of Management, 13(4), 13-28.
  • Lambert, E. E., Hogan, N., & Griffin, M. (2007). The impact of distributive and procedural justice on correctional staff job stress, job satisfaction and organizational commitment. Journal of Criminal Justice, 36(6), 644-666.
  • Laschinger, S. H. (2004). Hospital nurses’ perceptions of respect and organizational justice. Journal of Nursing Administration, 34(7), 354–364.
  • Lewicki, R., Wiethoff, C., & Tomlinson, E. C. (2005). What is the role of trust in organizational justice. Handbook of Organizational Justice. New Jersey: Lawrence Erlbaum Associates Inc.
  • Modway, R. T., Steers, R. M., & Porter, L. W. (1979). The measurement of organizational commitment. Journal of Vocational Behavior, 14(2), 224-247.
  • Nili, M., Hendijani, M., & Shekarchizadeh, A. (2012). Measuring the impact of perceived justice on organizational construct in Isfahan municipality. Interdisciplinary Journal of Contemporary Research in Behavior, 4(5), 857-869.
  • Nowakowski, J., & Conlon, D. (2005). Organizational justice: Looking back, looking forward. International Journal of Conflict Management, 16(1), 4–29.
  • Nunnally, J. C. (1978). Psychometric theory. New York: McGraw-Hill.
  • Porter, L. W., Steers, R. M., Mowday, R. T., & Boulian, P. V. (1974). Organizational commitment, job satisfaction, and turnover among psychiatric technicians. Journal of Applied Psychology, 59(5), 603-609.
  • Posthuma, R., Maertz, C., & Dworkin, J. (2007). Procedural justice’s relationship with turnover: explaining past inconsistent findings. Journal of Organizational Behavior, 28(1), 281–398.
  • Promket, C., & Thanyaphirak, V. (2012). An empirical study of organizational justice as a mediator of the relationships among organizational culture, employee satisfaction, and employee commitment in Rafamangala University of Technology, Isan Sakm Nakhon Campus, Thailand. Review of Business Research, 12(2), 47-58.
  • Rai, G. S. (2013). Impact of organizational justice on satisfaction, commitment and turnover intention: Can fair treatment by organizations make a difference in their workers’ attitudes and behaviors? International Journal of Human Sciences, 10(2), 260-284.
  • Robinson, K. L. (2004). The impact of individual differences on the relationship between employee perceptions of organizational justice and organizational outcome variables (Unpublished Dissertation). Alliant International University.
  • St-Pierre, I., & Holmes, D. (2010). The relationship between organizational justice and workplace aggression. Journal of Advanced Nursiıng, 66(5), 1169-1182.
  • Taşkıran, E. (2011). Liderlik ve örgütsel sessizlik arasındaki etkileşim, örgütsel adaletin rolü. İstanbul: Beta Basım Yayım.
  • Tett, R., & Meyer, J. P. (1993). Job satisfaction organizational commitment turnover intention and turnovers. Personnel Psychology, 46(2), 259-293.
  • Vermunt, R., & Steensma, H. (2005). How can justice be used to manage stress in organization? Handbook of Organizational Justice. New Jersey: Lawrence Erlbaum Associates Inc.
  • Wayne, S. J., Shore, L. M., & Liden, R. C. (1997). Perceived organizational support and leader- member exchange, a social exchange perspective. Academy of Management Journal, 40(1), 82-111.
  • Weiss, D. J., Dawis, R. V., England, G. W., & Lofquist, L. H. (1967). Manual for the satisfaction questionnair. Minneapolis: University of Minnesota Press.
  • Weiner, B. J., Hobgood C., & Lewis M. A. (2008). The meaning of justice in safety incident reporting. Social Science and Medicine, 66(2), 403–413.
  • Williams, L. L. (2006). The fair factor in matters of trust. Nursing Administration Quarterly, 30(1), 30–37.
  • Zapata, C. P., Olsen, J. E., & Martins, L. L. (2013). Social exchange from the supervisor’s perspective: Employee trustworthiness as a predictor of interpersonal and informational justice. Organizational Behavior and Human Decision Processes, 121(1), 1-12.

ÖRGÜTSEL ADALETİN İŞ TATMİNİ, ÖRGÜTSEL BAĞLILIK VE İŞTEN AYRILMA NİYETİ ÜZERİNDEKİ ETKİSİ

Yıl 2015, Cilt: 11 Sayı: 26, 139 - 150, 01.09.2015
https://doi.org/10.17130/ijmeb.2015.11.26.688

Öz

Bu araştırma, çalışanların örgütsel adalet algılarının, onların iş tatmini, işten ayrılma niyeti ve örgütsel bağlılıkları üzerindeki etkisini incelemeyi amaçlamaktadır. Araştırma verileri, İstanbul ilindeki bir sigorta şirketinin genel müdürlüğünde çalışanları kapsamaktadır. Verilerin analizi için korelasyon ve hiyerarşik regresyondan yararlanılmıştır. Elde edilen bulgulara göre, örgütsel adaletin tüm boyutlarının iş tatmini üzerinde etkili olduğu belirlenmiştir. Örgütsel adaletin örgütsel bağlılık üzerindeki etkilerinin belirlenmesi için yapılan analiz sonucunda, dağıtım, işlemsel ve kişilerarası adaletin örgütsel bağlılık üzerinde etkili olduğu görülmüştür. Son olarak, örgütsel adaletin işten ayrılma niyeti üzerindeki etkilerinin belirlenmesi amacıyla yapılan analiz sonucunda, dağıtım ve kişilerarası adaletin örgütsel adalet üzerinde etkisi olduğu belirlenmiştir.

Kaynakça

  • Atalay, C. G. (2010). Örgütsel adalet, örgütsel davranışta güncel konular. Bursa: Ekin Basım Yayın.
  • Beugre, C. (1998). Implementing business process reengineering: The role of organizational justice. The Journal of Applied Behavioral Science, 34(3), 347–360.
  • Beugre, C. (2002). Understanding organizational justice and its impact on managing employees: An african perspective. Journal of Human Resource Management, 13(7), 1091-1104.
  • Beugre, C. D., & Baron, R. A. (2001). Perceptions of systemic justice: The effects of distributive, procedural and interactional justice. Journal of Applied Social Psychology, 32(2), 324- 339.
  • Chan, S., & Jespen, D. M. (2011). Workplace relationships, attitudes, and organizational justice: A hospitality shift worker contextual perspective. Journal of Human Resources in Hospitality and Tourism, 10, 150-160.
  • Chang, C., & Dubinsky, A. J. (2005). Organizational justice in sales force: A literature review with propositions. Journal of Business to Business Marketing, 12(1), 35-71.
  • Chang, C., & Dubinsky, A. J. (2005). Organizational justice in sales force: A literature review with propositions. Journal of Business to Business Marketing, 12(1), 35-71.
  • Choi, S. (2011). Organizational justice and employee work attitude: The federal case. The American Review of Public Administration, 41(2), 185-204.
  • Cohen-Charash, Y., & Spector, P. E. (2001). The role of justice in organizations: A meta analysis. Organizational Behavior and Human Decision Processes, 26, 278-321.
  • Colquitt, J. A., Conlon, D. E., Wesson, M. J., Porter, C. O. L. H., & Yee, K. N. (2001). Justice at the millennium: A meta-analytic review of 25 years of organizational justice research. Journal of Applied Psychology, 86(3), 425-445.
  • Colquitt, J. A., Scott, B. A., Rodell, J. B., Long, D. M., Zapata, C. P., Conlon, D. E., & 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.
  • Cropanzano, R., & Mitchell, M. S. (2005). Social exchange theory: An interdiciplinary review. Journal of Management, 31(6), 874-900.
  • Cropanzano, R., Prehar, C. A., & Chen, P. Y. (2002). Using social exchange theory to distinguish procedural from interactional justice. Group and Organization Management, 27(3), 324-351.
  • Daley, C., & Dee, J. R. (2006). Greener pastures: Faculty turnover intent in urban public universities. Journal of Higher Education, 77(5), 776-203.
  • Demir, N. (2007). Örgüt kültürü ve iş tatmini. İstanbul: Türkmen Kitabevi.
  • Elamin, A. M., & Alomain, N. (2011). Does organizational justice influence job satisfaction and self-perceived performance in Saudi Arabia work environment. International Management Review, 7(1), 38-49.
  • Elovainio, M., Kivimaki M., & Vahtera, J. (2002). Organizational justice: Evidence of a new psychosocial predictor of health. American Journal of Public Health, 92(1), 105–108.
  • Folger, G. R., & Cropanzano, R. (1998). Organizational justice and human resource management. London: Sage Publications Inc.
  • Forret, M., & Love, M. S. (2007). Employee justice perceptions and coworker relationships. Leadership & Organization Development Journal, 29(3), 248–260.
  • Greenberg, J. (1987). Taxonomy of organizational justice theories. The Academy of Management Review, 12(1), 9-22.
  • Greenberg, J. (1990). Organizational justice: Yesterday, today and tomorrow. Journal of Management, 16(2), 399-432.
  • Greenberg, J. (1993). The social side of fairness: Interpersonal and informational classes of organizational justice. In R. Cropanzano (Ed.), Justice in the workplace: Approaching fairness in human resource management (pp. 79-103). Hillsdale, NJ:Erlbaum.
  • İşcan, Ö. F., & Sayın, U. (2010). Örgütsel adalet, iş tatmini ve örgütsel güven arasındaki ilişki. Atatürk Üniversitesi İktisadi ve İdari Bilimler Fakültesi Dergisi, 24(4), 195-216.
  • Jahangir, N., Akbar, M. M., & Noorjahan, B. (2006). The impact of social power bases, procedural justice, job satisfaction, and organizational commitment on employees’ turnover intention. South Asian Journal of Management, 13(4), 13-28.
  • Lambert, E. E., Hogan, N., & Griffin, M. (2007). The impact of distributive and procedural justice on correctional staff job stress, job satisfaction and organizational commitment. Journal of Criminal Justice, 36(6), 644-666.
  • Laschinger, S. H. (2004). Hospital nurses’ perceptions of respect and organizational justice. Journal of Nursing Administration, 34(7), 354–364.
  • Lewicki, R., Wiethoff, C., & Tomlinson, E. C. (2005). What is the role of trust in organizational justice. Handbook of Organizational Justice. New Jersey: Lawrence Erlbaum Associates Inc.
  • Modway, R. T., Steers, R. M., & Porter, L. W. (1979). The measurement of organizational commitment. Journal of Vocational Behavior, 14(2), 224-247.
  • Nili, M., Hendijani, M., & Shekarchizadeh, A. (2012). Measuring the impact of perceived justice on organizational construct in Isfahan municipality. Interdisciplinary Journal of Contemporary Research in Behavior, 4(5), 857-869.
  • Nowakowski, J., & Conlon, D. (2005). Organizational justice: Looking back, looking forward. International Journal of Conflict Management, 16(1), 4–29.
  • Nunnally, J. C. (1978). Psychometric theory. New York: McGraw-Hill.
  • Porter, L. W., Steers, R. M., Mowday, R. T., & Boulian, P. V. (1974). Organizational commitment, job satisfaction, and turnover among psychiatric technicians. Journal of Applied Psychology, 59(5), 603-609.
  • Posthuma, R., Maertz, C., & Dworkin, J. (2007). Procedural justice’s relationship with turnover: explaining past inconsistent findings. Journal of Organizational Behavior, 28(1), 281–398.
  • Promket, C., & Thanyaphirak, V. (2012). An empirical study of organizational justice as a mediator of the relationships among organizational culture, employee satisfaction, and employee commitment in Rafamangala University of Technology, Isan Sakm Nakhon Campus, Thailand. Review of Business Research, 12(2), 47-58.
  • Rai, G. S. (2013). Impact of organizational justice on satisfaction, commitment and turnover intention: Can fair treatment by organizations make a difference in their workers’ attitudes and behaviors? International Journal of Human Sciences, 10(2), 260-284.
  • Robinson, K. L. (2004). The impact of individual differences on the relationship between employee perceptions of organizational justice and organizational outcome variables (Unpublished Dissertation). Alliant International University.
  • St-Pierre, I., & Holmes, D. (2010). The relationship between organizational justice and workplace aggression. Journal of Advanced Nursiıng, 66(5), 1169-1182.
  • Taşkıran, E. (2011). Liderlik ve örgütsel sessizlik arasındaki etkileşim, örgütsel adaletin rolü. İstanbul: Beta Basım Yayım.
  • Tett, R., & Meyer, J. P. (1993). Job satisfaction organizational commitment turnover intention and turnovers. Personnel Psychology, 46(2), 259-293.
  • Vermunt, R., & Steensma, H. (2005). How can justice be used to manage stress in organization? Handbook of Organizational Justice. New Jersey: Lawrence Erlbaum Associates Inc.
  • Wayne, S. J., Shore, L. M., & Liden, R. C. (1997). Perceived organizational support and leader- member exchange, a social exchange perspective. Academy of Management Journal, 40(1), 82-111.
  • Weiss, D. J., Dawis, R. V., England, G. W., & Lofquist, L. H. (1967). Manual for the satisfaction questionnair. Minneapolis: University of Minnesota Press.
  • Weiner, B. J., Hobgood C., & Lewis M. A. (2008). The meaning of justice in safety incident reporting. Social Science and Medicine, 66(2), 403–413.
  • Williams, L. L. (2006). The fair factor in matters of trust. Nursing Administration Quarterly, 30(1), 30–37.
  • Zapata, C. P., Olsen, J. E., & Martins, L. L. (2013). Social exchange from the supervisor’s perspective: Employee trustworthiness as a predictor of interpersonal and informational justice. Organizational Behavior and Human Decision Processes, 121(1), 1-12.
Toplam 45 adet kaynakça vardır.

Ayrıntılar

Birincil Dil Türkçe
Bölüm Research Article
Yazarlar

Gülşah Karavardar Bu kişi benim

Yayımlanma Tarihi 1 Eylül 2015
Yayımlandığı Sayı Yıl 2015 Cilt: 11 Sayı: 26

Kaynak Göster

APA Karavardar, G. (2015). ÖRGÜTSEL ADALETİN İŞ TATMİNİ, ÖRGÜTSEL BAĞLILIK VE İŞTEN AYRILMA NİYETİ ÜZERİNDEKİ ETKİSİ. Uluslararası Yönetim İktisat Ve İşletme Dergisi, 11(26), 139-150. https://doi.org/10.17130/ijmeb.2015.11.26.688

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