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YÖNETİCİ ADALETSİZLİĞİ VE ÇALIŞAN SESSİZLİĞİ İLİŞKİSİ NASIL ŞEKİLLENİR? BENLİK SAYGISI VE ÇATIŞMA ALGISININ ARACILIK, ADALETE KARŞI DUYARLILIĞIN DÜZENLEYİCİ ETKİSİ

Yıl 2023, Cilt: 8 Sayı: 1, 58 - 82, 22.06.2023

Senay Yürür Hakkı Okan Yeloğlu

https://doi.org/10.54452/jrb.1141621

Öz

Örgütlerdeki adaletsiz uygulama ve davranışların sessizlik iklimini geliştirdiği bilinmektedir. Ancak adaletsizlik hangi psikolojik ya da bilişsel süreçlerle bireyde sessizliğe neden olmaktadır sorusu hala yanıtlanmaya muhtaç görünmektedir. Bu nedenle etkileşim adaletsizliği ile savunmacı sessizlik arasındaki ilişkinin nasıl şekillendiğini anlamak bu araştırmanın temel amacıdır. Bu amaçla etkileşim adaleti ve savunmacı sessizlik ilişkisinde çalışanların benlik saygıları ve çatışma algılarının aracılık rolü ve çalışanların adalete karşı duyarlılık düzeylerinin bu ilişkiyi düzenleyici rolü araştırılmıştır. Ankara’da bankacılık, finans, sigortacılık, otomotiv ve bilişim gibi farklı sektörlerde çalışan 1037 kişi üzerinde yürütülen araştırmanın sonuçlarına göre yöneticilerinin adaletsizliği çalışanların çatışma algısını güçlendirerek onları sessizleştirmektedir. Buna ek olarak yönetici adaletsizliğinin çalışanların benlik saygısı ve bireylerarası çatışma algıları üzerindeki etkisi, çalışanların adalete karşı duyarlılık düzeylerine göre değişmektedir. Araştırmanın diğer bulguları ve ilgili yazın açısından anlamı değerlendirme ve sonuç bölümünde tartışılmıştır.

Anahtar Kelimeler

etkileşim adaleti benlik saygısı savunmacı sessizlik adalete karşı duyarlılık

Destekleyen Kurum

Yok

Proje Numarası

Yok

Teşekkür

Yok

Kaynakça

  • Adams, J. S. (1965). Inequity in Social Exchange. Advances in Experimental Social Psychology, 2, 267-299.
  • Allen, R. S. & White, C. S. (2002). Equity sensitivity theory: A test of responses to two types of under-reward situations. Journal of Managerial Issues, 14(4), 435-451.
  • Aryee, S. & Chen, Z. X. (2004). Countering the trend towards careerist orientation in the age of downsizing: Test of a social exchange model. Journal of Business Research, 57(4), 321-328.
  • Baumeister, R. F., Campbell, J. D., Krueger, J. I. & Vohs, K. D. (2003). Does high self-esteem cause better performance, ınterpersonal success, happiness, or healthier lifestyles?. Psychological Science in The Public Interest, 4(1), 1-44.
  • Bellou, V., Chitiris, L. & Bellou, A. (2005). The impact of organizational ıdentification and self-esteem on organizational citizenship behavior: The case of greek public hospitals. Operational Research, 5(2), 305-318.
  • Bies, R. J. & Moag, J. F. (1986). Interactional justice: Communication criteria of fairness. In R. J. Lewicki, B. H. Sheppard, & M. H. Bazerman (Ed.), Research on Negotiations in Organizations (pp. 43-55), Greenwich, CT: JAI Press.
  • Blader, S. L. & Tyler, T. R. (2005). How can theories of organizational justice explain the effects of fairness?. In J. Greenberg & J. A. Colquitt (Ed.), Handbook of organizational justice (pp. 329-354). USA: Lawrence Erlbaum Associates. Inc. Publishers.
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  • Carson, K. D., Carson, P. P., Lanford, H. & Roe, C. W. (1997). The effects of organization-based self-esteem on workplace outcomes: An examination of emergency medical technicians. Public Personnel Management, 26(1), 139-155.
  • Chamberlin, M., Newton, D.W. & Lepine, J. A. (2017). A meta-analysis of voice and ıts promotive and prohibitive forms: ıdentification of key associations, distinctions, and future research directions. Personnel Psychology, 70(1), 11-71.
  • Charles, J., Francis, F. & Zirra, C. T. O. (2021). Effect of employee ınvolvement in decision making and organization productivity. Archives of Business Research (ABR), 9(3), 28-34.
  • Clark, L. A., Foote, D. A., Clark, W. R. & Lewis, J. L. (2010). Equity sensitivity: A triadic measure and outcome/ınput perspectives. Journal of Managerial Issues, 22(3), 286-305.
  • Cohen-Charash, Y. & Spector, P. E. (2001). The role of justice in organizations: A meta-analysis. Organizational Behavior and Human Decision Processes, 86(2), 278-321.
  • Colquitt, J. A. (2001). On the dimensionality of organizational justice: A construct validation of a measure. Journal of Applied Psychology, 86(3), 386-400.
  • Colquitt, J. A., Conlon, D. E., Wesson, M. J., Porter, C. O. & 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.
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  • 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.
  • Detert, J. R. & Burris, E. R. (2007). Leadership behavior and employee voice: Is the door really open?. Academy of Management Journal, 50(4), 869–884.
  • Deutsch, M. (2000). Justice and Conflict. M. Deutsch & P. T. Coleman (Ed.), The handbook of conflict resolution: Theory and practice, içinde (41-64). San Francisco: Jossey-Bass.
  • Doğan, T. (2011). İki boyutlu benlik saygısı: Kendini sevme/özyeterlik ölçeği’nin türkçe uyarlaması, geçerlik ve güvenirlik çalışması. Eğitim ve Bilim, 36(162), 126-137.
  • Dutton, J. E. & Ashford, S. J. (1993). Selling ıssues to top management. Academy of Management Review, 18(3), 397–428.
  • Elçi, M., Karabay, M. E., Ensari, M. Ş., & Bilge, A. (2016). Effect of perceived organizational justice ve trust ın leader on organizational silence behavior: A research on public security employees. Eurasian Academy of Sciences Eurasian Business & Economics Journal, 1, 332-347.
  • Eroğluer, K. & Erselcan, R. C. (2017). Çalışanların örgütsel adalet algısı ve tükenmişlik düzeylerinin çalışan sessizliği üzerindeki etkisi. Business & Economics Research Journal, 8(2), 325-348.
  • Ferris, D. L., Spence, J. R., Brown, D. J. & Heller, D. (2012). Interpersonal ınjustice and workplace deviance: The role of esteem threat. Journal of Management, 38(6), 1788-1811.
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HOW IS THE RELATIONSHIP BETWEEN INTERACTIONAL INJUSTICE AND EMPLOYEE SILENCE SHAPED? MEDIATOR EFFECT OF SELF-ESTEEM AND RELATIONSHIP CONFLICT PERCEPTION, MODERATOR EFFECT OF EQUITY SENSITIVITY

Yıl 2023, Cilt: 8 Sayı: 1, 58 - 82, 22.06.2023

Senay Yürür Hakkı Okan Yeloğlu

https://doi.org/10.54452/jrb.1141621

Öz

It is known that unfair practices and behaviors in organizations develop a climate of silence. However, the question of which psychological or cognitive processes play a role in this relationship still seems to need to be answered. Therefore, understanding how the relationship between interactional injustice and defensive silence is shaped is the main purpose of this study. For this purpose, the mediating role of self-esteem and conflict perceptions of employees in the relationship between interactional justice and defensive silence, and the moderating role of employees' sensitivity to justice were investigated. According to the results of the research conducted on 1037 employees working in various sectors such as banking, finance, insurance, automotive and informatics in Ankara, interactional injustice strengthens the relationship conflict perception of employees and silences them. In addition, the effect of interactional injustice on employees' self-esteem and on relationship conflict perception varies according to the level of equity sensitivity of employees. The results are discussed in terms of theoretical contributions and relevant literature.

Anahtar Kelimeler

interactional justice self-esteem defensive silence equity sensitivity

Proje Numarası

Yok

Kaynakça

  • Adams, J. S. (1965). Inequity in Social Exchange. Advances in Experimental Social Psychology, 2, 267-299.
  • Allen, R. S. & White, C. S. (2002). Equity sensitivity theory: A test of responses to two types of under-reward situations. Journal of Managerial Issues, 14(4), 435-451.
  • Aryee, S. & Chen, Z. X. (2004). Countering the trend towards careerist orientation in the age of downsizing: Test of a social exchange model. Journal of Business Research, 57(4), 321-328.
  • Baumeister, R. F., Campbell, J. D., Krueger, J. I. & Vohs, K. D. (2003). Does high self-esteem cause better performance, ınterpersonal success, happiness, or healthier lifestyles?. Psychological Science in The Public Interest, 4(1), 1-44.
  • Bellou, V., Chitiris, L. & Bellou, A. (2005). The impact of organizational ıdentification and self-esteem on organizational citizenship behavior: The case of greek public hospitals. Operational Research, 5(2), 305-318.
  • Bies, R. J. & Moag, J. F. (1986). Interactional justice: Communication criteria of fairness. In R. J. Lewicki, B. H. Sheppard, & M. H. Bazerman (Ed.), Research on Negotiations in Organizations (pp. 43-55), Greenwich, CT: JAI Press.
  • Blader, S. L. & Tyler, T. R. (2005). How can theories of organizational justice explain the effects of fairness?. In J. Greenberg & J. A. Colquitt (Ed.), Handbook of organizational justice (pp. 329-354). USA: Lawrence Erlbaum Associates. Inc. Publishers.
  • Blau, P. (1964). Exchange and power in social life. New York: Wiley.
  • Brown, J. D. & Marshall, M. A. (2006). The Three faces of self-esteem. In M. Kernis (Ed.), Self-Esteem: Issues and answers (pp. 4-9). New York: Psychology Press.
  • Burris, E. R., Detert, J. R. & Chiaburu, D. S. (2008). Quitting before leaving: The mediating effects of psychological attachment and detachment on voice. Journal of Applied Psychology, 93(4), 912–922.
  • Carson, K. D., Carson, P. P., Lanford, H. & Roe, C. W. (1997). The effects of organization-based self-esteem on workplace outcomes: An examination of emergency medical technicians. Public Personnel Management, 26(1), 139-155.
  • Chamberlin, M., Newton, D.W. & Lepine, J. A. (2017). A meta-analysis of voice and ıts promotive and prohibitive forms: ıdentification of key associations, distinctions, and future research directions. Personnel Psychology, 70(1), 11-71.
  • Charles, J., Francis, F. & Zirra, C. T. O. (2021). Effect of employee ınvolvement in decision making and organization productivity. Archives of Business Research (ABR), 9(3), 28-34.
  • Clark, L. A., Foote, D. A., Clark, W. R. & Lewis, J. L. (2010). Equity sensitivity: A triadic measure and outcome/ınput perspectives. Journal of Managerial Issues, 22(3), 286-305.
  • Cohen-Charash, Y. & Spector, P. E. (2001). The role of justice in organizations: A meta-analysis. Organizational Behavior and Human Decision Processes, 86(2), 278-321.
  • Colquitt, J. A. (2001). On the dimensionality of organizational justice: A construct validation of a measure. Journal of Applied Psychology, 86(3), 386-400.
  • Colquitt, J. A., Conlon, D. E., Wesson, M. J., Porter, C. O. & 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.
  • Crocker, J. (2006). Having and pursuing self-esteem: Costs and benefits. In M. H. Kernis (Ed.), Self-esteem issues and answers: A sourcebook on current perspective (pp. 274-280). New York: Psychology Press.
  • 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.
  • Detert, J. R. & Burris, E. R. (2007). Leadership behavior and employee voice: Is the door really open?. Academy of Management Journal, 50(4), 869–884.
  • Deutsch, M. (2000). Justice and Conflict. M. Deutsch & P. T. Coleman (Ed.), The handbook of conflict resolution: Theory and practice, içinde (41-64). San Francisco: Jossey-Bass.
  • Doğan, T. (2011). İki boyutlu benlik saygısı: Kendini sevme/özyeterlik ölçeği’nin türkçe uyarlaması, geçerlik ve güvenirlik çalışması. Eğitim ve Bilim, 36(162), 126-137.
  • Dutton, J. E. & Ashford, S. J. (1993). Selling ıssues to top management. Academy of Management Review, 18(3), 397–428.
  • Elçi, M., Karabay, M. E., Ensari, M. Ş., & Bilge, A. (2016). Effect of perceived organizational justice ve trust ın leader on organizational silence behavior: A research on public security employees. Eurasian Academy of Sciences Eurasian Business & Economics Journal, 1, 332-347.
  • Eroğluer, K. & Erselcan, R. C. (2017). Çalışanların örgütsel adalet algısı ve tükenmişlik düzeylerinin çalışan sessizliği üzerindeki etkisi. Business & Economics Research Journal, 8(2), 325-348.
  • Ferris, D. L., Spence, J. R., Brown, D. J. & Heller, D. (2012). Interpersonal ınjustice and workplace deviance: The role of esteem threat. Journal of Management, 38(6), 1788-1811.
  • Field, A. (2009). Discovering statistics using IBM SPSS statistics, London: SAGE Publications.
  • Folger, R. & Cropanzano, R. (1998). Organizational justice and human resource management, USA, Sage Publications Inc.
  • Fox, S., Spector, P. E. & Miles, D. (2001). Counterproductive work behavior (CWB) in response to job stressors and organizational justice: Some mediator and moderator tests for autonomy and emotions. Journal of Vocational Behavior, 59, 1–19.
  • Gardner, D. G. & Pierce, J. L. (1998). Self-esteem and self-efficacy within the organizational context: An empirical examination. Group & Organization Management, 23(1), 48-70.
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  • Kickul, J. & Lester, S. W. (2001). Broken promises: Equity sensitivity as a moderator between psychological contract breach and employee attitudes and behavior. Journal of Business and Psychology, 16(2), 191-217.
  • Konovsky M. A. & Pugh S. D. (1994). Citizenship behavior and exchange. Academy of Management Journal, 37(3), 656–669.
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  • Lind, E. A. & Tyler, T. R. (1988). The Social Psychology of Procedural Justice, New York: Plenum.
  • Milliken, F., Morrison, E. & Hewlin, P. (2003). An exploratory study of employee silence: Issues that employees don’t communicate upward and why. Journal of Management Studies, 40(6), 1453-1476.
  • Morrison, E. W. (2011). Employee voice behaviour: Integration and directions for future research. Academy of Management Annals, 5, 373–412.
  • Morrison, E. W. & Milliken, F. J. (2000). Organisational silence: A barrier to change and development in pluralistic World. Academy of Management Review, 25(4), 706-725.
  • Naktiyok, A., Kızıl, S., & Timuroğlu, M. K. (2015). Çalışanların adalet algısı sessizliklerini etkiler mi? ÖYP ve diğer araştırma görevlileri açısından karşılaştırmalı bir araştırma. Süleyman Demirel Üniversitesi İktisadi ve İdari Bilimler Fakültesi Dergisi, 20(4), 197-219.
  • O'Neill, B. S. & Mone, M. A. (1998). Investigating equity sensitivity as a moderator of relations between self-efficacy and workplace attitudes. Journal of Applied Psychology, 83(5), 805-816.
  • Özmen, Ö. N. T., Arbak, Y. & Süral Özer, P. (2007). Adalete verilen değerin adalet algıları üzerindeki etkisinin sorgulanmasına ilişkin bir araştırma. Ege Akademik Bakış Dergisi, 7(1), 17-33.
  • Pinder, C. C. & Harlos, H. P (2001). Employee silence: Quiescence and acquiescence as responses to perceived ınjustice. Research in Personnel and Human Resource Management, 20, 331-369.
  • Reb, J. M., Goldman, B. M., Kray, L. & Cropanzano, R. S. (2004). Avoiding the escalation of conflict: Procedural and ınteractional ınjustice call for different remedies. SSRN Electronic Journal, 1-30.
  • Rector, N. A. & Roger, D. (1997). The stress buffering effects of self-esteem. Personality and Individual Differences, 23(5), 799-808.
  • Roberts, K., & O’Reilly, C. (1974). Failures in upward communication in organizations: Three possible culprits, Academy of Management Journal, 17, 205–215.
  • Rosenberg, M., Schooler, C., Schoenbach, C. & Rosenberg, F. (1995). Global self-esteem and specific self-esteem: Different concepts, different outcomes. American Sociological Review, 60(1), 141-156.
  • Rupp, D. E. (2011). An Employee-centered model of organizational justice and social responsibility. Organizational Psychology Review, 1, 72–94.
  • Sargut, A. S. (2015). Kültürler arası farklılaşma ve yönetim. 4. Baskı, Ankara, İmge Kitabevi,
  • Sayılar, Y., Yürür, S. & Yeloğlu, H. O. (2016). Why do employees remain silent? The effects of organizational justice perceptions”, Uludag Universitesi Iktisadi ve Idari Bilimler Fakultesi Dergisi, 35, 119-143.
  • Settoon, R. P., Bennett, N. & Liden, R. C. (1996). Social exchange in organizations: perceived organizational support, leader-member exchange, and employee reciprocity. Journal of Applied Psychology, 81, 219-227.
  • Shore, T., Sy, T. & Strauss, J. (2006). Leader responsiveness, equity sensitivity, and employee attitudes and behavior. Journal of Business and Psychology, 21(2), 227-241.
  • Spencer, D. (1986). Employee voice and employee retention. Academy of Management Journal, 29, 488-502.
  • Tafarodi, R. W. & Swann Jr, W. B. (1995). Self-linking and self-competence as dimensions of global self-esteem: Initial validation of a measure. Journal of Personality Assessment, 65(2), 322-342.
  • Tafarodi, R, W. & Swann Jr., W, B. (2001). Two-dimensional self-esteem: Theory and measurement. Personality and Individual Differences, 31, 653–673.
  • Tangirala, S. & Ramanujam, R. (2008). Employee silence on critical work issues: The cross level effects of procedural justice climate. Personnel Psychology, 61(1), 37-68.
  • Tangirala, S. & Ramanujam, R. (2012). Ask and you shall hear (but not always): examining the relationship between manager consultation and employee voice. Personnel Psychology, 65, 251–282
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  • Trochim, W. M. & Donnelly, J. P. (2006). The research methods knowledge base (3rd ed.). Cincinnati, OH:Atomic Dog.
  • Tulubaş, T. & Celep, C. (2012). Effect of perceived procedural justice on faculty members’ silence: The mediating role of trust in supervisor. Procedia - Social and Behavioral Sciences,47, 1221-1231.
  • Tyler, T. R. & Blader, S. L. (2003). The group engagement model: procedural justice, social ıdentity, and cooperative behavior. Personality and Social Psychology Review, 7(4), 349–361.
  • Ünlü, Y., Hamedoğlu, M. A. & Yaman, E. (2015). Öğretmenlerin örgütsel adalet algıları ve örgütsel sessizlik düzeyleri arasındaki ilişki. Sakarya University Journal of Education, 5(2), 140-157.
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  • Wang, R. & Jiang, J. (2015). How abusive supervisors ınfluence employees’ voice and silence: The effects of interactional justice and organizational attribution. The Journal of Social Psychology, 155(3), 204-220.
  • 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, 82-111.
  • Wayne, S. J. & Green, S. A. (1993). The effects of leader-member exchange on employee citizenship and ımpression management behavior. Human Relations, 46(12), 1431-1440.
  • Whiteside, D. B. & Barclay, L. J. (2013). Echoes of silence: Employee silence as a mediator between overall justice and employee outcomes. Journal of Business Ethics, 116(2), 251-266.
  • Wilson, N. & Peel, M.J. (1991). The ımpact on absenteeism and quits of pro. t-sharing and other forms of employee participation. Industrial and Labor Relations Review, 44, 454–68.
  • Yıldız, M. A. & Baytemir, K. (2016). Evli bireylerde evlilik doyumu ile yaşam doyumu arasındaki ilişkide benlik saygısının aracılığı. İnönü Üniversitesi Eğitim Fakültesi Dergisi, 17(1), 67-80.
  • Yürür, S. (2019). Sosyal mübadele kuramı. In S. Yürür (Ed.), Örgütsel davranış kuramları (pp. 245-279). İstanbul: Beta Yayıncılık.
  • Yürür, S. & Demir K. (2011). Örgütsel adalet ve psikolojik güçlendirme: Karşılıklı etkileri üzerine bir araştırma. Süleyman Demirel Üniversitesi İktisadi ve İdari Bilimler Fakültesi Dergisi, 16(3), 311-335.
  • Yürür, S. & Mengenci, C. (2014). Örgütsel adalet ve ekstra-rol davranışları ilişkisi. Yönetim ve Ekonomi Araştırmaları Dergisi, Vol. 12, No. 24: 1-17.
  • Yürür, S. & Nart, S. (2016). Örgütsel adalet algısı kamu çalışanlarının ihbar etme niyetinin belirleyicisi midir?. Amme İdaresi Dergisi, 49(3), 117-148.
  • Zahed, R. K. (2015). The mediating effect of social undermining on the relationship between organizational justice and organizational silence (The case study: Tax organization of fars province). European Online Journal of Natural and Social Sciences, 4(4), 752-760
Toplam 89 adet kaynakça vardır.

Ayrıntılar

Birincil Dil Türkçe
Konular İşletme
Bölüm Makaleler
Yazarlar

Senay Yürür 0000-0002-3859-9827

Hakkı Okan Yeloğlu 0000-0001-9424-3094

Proje Numarası Yok
Yayımlanma Tarihi 22 Haziran 2023
Gönderilme Tarihi 6 Temmuz 2022
Kabul Tarihi 20 Aralık 2022
Yayımlandığı Sayı Yıl 2023 Cilt: 8 Sayı: 1

Kaynak Göster

APA Yürür, S., & Yeloğlu, H. O. (2023). YÖNETİCİ ADALETSİZLİĞİ VE ÇALIŞAN SESSİZLİĞİ İLİŞKİSİ NASIL ŞEKİLLENİR? BENLİK SAYGISI VE ÇATIŞMA ALGISININ ARACILIK, ADALETE KARŞI DUYARLILIĞIN DÜZENLEYİCİ ETKİSİ. Journal of Research in Business, 8(1), 58-82. https://doi.org/10.54452/jrb.1141621