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Year 2015, Volume: 29 Issue: 3, 421 - 439, 11.08.2015

Sabiha Sevinç Altaş , Hülya Gündüz Çekmecelioğlu

Abstract

Organizational justice and fairness are fundamental concepts in the workplace and distributive and procedural justice are two dimensions of organizational justice. The aim of this research is to examine the effects of procedural and distributive justice on preschool teacher’s organizational commitment, job satisfaction and job performance. In this scope a research was carried out on 125 teachers of preschool in Sakarya. Results of research indicated that both forms of organizational justice had positive effects on job satisfaction, however only distributive justice, but not procedural justice, had a significant impact on organizational commitment. Also the research indicated that distributive justice and procedural justice had positive effect on job performance

Keywords

Job Satisfaction Organizational Justice Distributive Justice

References

  • Allen, Natalie.J. ve Meyer, John P. (1990), “The Measurement and Antecedents of Affective, Continuance and Normative Commitment to the Organisation”, Journal of Occupational psychology, 63, ss.1-18.
  • Becker, Howard S. (1960) “Notes On the Concept of Commitment”, The American Journal of Sociology, <http://www.jstor. com> (10 Nisan 2006).
  • Becker, T. E. (1992). “Foci and bases of commitment: Are They Distinctions Worth Making”, Academy of Management Journal, 35, ss.232-244
  • Benligiray, S. (2004). İnsan kaynakları yönetimi. Eskişehir, Anadolu Üniversitesi.
  • Beugre, C. D. (2002). “Understanding Organizational Justice and its İmpact on managing Employees: An African perspective”, Journal of Human Ressource Management, 13, ss.1091-1104.
  • Bies, R. J. ve Moag, J. F. (1986), “Interactional justice: Communication criteria of fairness”, Research on Negotiations in Organizations, 1, ss. 43–55.
  • Bies, R. J., ve Moag, J. S. (1987), “Interactional justice: Communications criteria of fairness”, In R. J. Lewicki, B. H. Sheppard, ve M. H. Bazerman (Eds.), Research in Negotiation in Organizations (Vol. 1, ss. 43–55). Greenwich, CT: JAI Press.
  • Brief, A.P. Attitudes In and Around Organizations, California: SAGE Publications, 1998.
  • Camerman J., Cropanzano R. Ve Vandenberghe C. (2007). “The Benefits of Justice for Temporary Workers”, Group & Organization Management, 32, ss. 176-207.
  • Cohen- Charash, Yochi ve Spector, P.E. (2001), “The Role of Justice in Organizations: A Meta-Analysis”, Organizational Behavior and Human Decision Processes, 89, ss.278-321.
  • Colquitt, J. A. (2001), “On The Dimensionality Of Organizational Justice: A Construct Validation of A Measure”, Journal of Applied Psychology, 86, ss. 386–400.
  • Cropanzano, R. (Ed.) (1993). “Justice in the worlc;place'Appmachin~ fairne.~~in human resource manaiement HilIsdale, NJ: Lawrence Erlbaum Associates.
  • Cropanzano R., Bowen D.E. ve Gilliland S.W. (2001), “The Management of Organizational Justice”, Academy of Management Perspectives, November, ss. 34-48.
  • Cropanzano, R., Bowen, D. E., ve Gilliland, S. W. (2007), “The management of organizational justice”, Academy of Management Perspectives, 21, ss. 34-48.
  • Çakar D.N. ve Yıldız S. (2009), “Örgütsel Adaletin İş Tatmini Üzerindeki Etkisi: ‘Algılanan Örgütsel Destek’ Bir Ara Değişken Mi?” Elektronik Sosyal Bilimler Dergisi, 28, ss. 68-90.
  • Çöl, G. (2008). “Algılanan Güçlendirmenin İşgören Performansı Üzerine Etkileri”, Doğuş Üniversitesi Dergisi”, 9(1), 35-46.
  • DeConinck, J.B., ve Stilwell, D.C. (2004), “Incorporating organizational justice, role states, pay satisfaction and supervisor satisfaction in a model of turnover intentions”, Journal of Business Research, 57, ss. 25-231.
  • Deconinck, J. B. (2010). “The Effect of Organizational Justice, Perceived Organizational Support, and Perceived Supervisor Support on Marketing Employees’ Level of Trust”, Journal of Business Research, 63, ss. 1349‐1355.
  • Doğan H. (2002), “İşgörenlerin Adalet Algılamalarında Örgüt İçi İletişim ve Prosedürel Bilgilendirmenin Rolü”, Ege Üniversitesi, Akademik Bakış Dergisi, 2, ss. 69-76.
  • Erdoğan, İ., (1991), İşletmelerde Davranış, İstanbul İ.Ü. İşletme Fakültesi Yayın No: 242.
  • Eren, Erol. (2007), Örgütsel Davranış ve Yönetim Psikolojisi, İstanbul, Beta Basım Yayın, İstanbul.
  • Folger, R., ve Konovsky, M.A. (1989), “Effects of procedural and distributive justice on reactions to pay raise decisions”. Academy of Management Journal, 32, ss. 115-130.
  • Folger, R., ve Cropanzano, R. (1998), Organizational Justice and Human Resource Management. Sage, Thousand Oaks, CA.
  • Fulford M.D. (2005), “That’s Not Fair : The Test of a Model of Organizational Justice, Job Satisfaction, and Organizational Commitment Among Hotel Employees”, Journal of Human Resources in Hospıtalıty & Tourısm, 4:1, ss. 73-84.
  • Greenberg J. (1987), “A Taxonomy of Organizational Justice Theories”. The Academy of Management Review, 12:1, ss. 9-22.
  • Greenberg, J. (1990a). “Organizational justice: Yesterday, today, and tomorrow”, Journal of Management, 16, ss. 399-432.
  • Greenberg, J. (1990b), “Employee theft as a reaction to underpayment inequity: The hidden cost of pay cuts", Journal of Applied Psychology, 75, ss. 561-568.
  • Greenberg, J. (1996), The Quest For Justice On The Job. Thousand Oaks, CA: Sage Publications.
  • Hoad, C. (1993), “Violence at Work: Perspectives From Research Among 20 British Employees”, Security Journal, 4(2), ss.64-86.
  • Kılıçlar A. (2011). “Yöneticiye Duyulan Güven ile Örgütsel Adalet İlişkisinin Öğretmenler Açısından İncelenmesi”, İşletme Araştırmaları Dergisi 3/3.
  • Kirkman, B. L., ve Rosen, B. (1999). “Beyond self-management: Antecedents and Consequences of Team Empowerment”, Academy of Management Journal, 42, ss. 58-74.
  • Koçel, Tamer. (2011), İşletme Yöneticiliği, Beta Basım Yayım, 13 Baskı, İstanbul.
  • Konovsky, M.A. (2000), “Understanding Procedural Justice and Its Impact on Business Organizations”. Joumal of Management, 26, ss. 489-511.
  • Lambert, E. G., Barton, S. M., ve Hogan, N. L. (1999), “The missing link between job satisfaction and correctional staff behavior: The issue of organizational commitment”, American Journal of Criminal Justice, 24(1), ss. 95–116.
  • Lambert Eric, (2003), “The impact of organizational justice on correctional staff”, Journal of Criminal Justice, 31 ss. 155– 168.
  • Latham, Gary P. ve Pinder Craig C, (2005) “Work Motivation Theory and Research at the Dawn of the Twenty-First Century”, Annual Review of Psychology, Vol. 56, ss. 485-516.
  • Leventhal, G. S. (1980). “What should be done with equity theory? New approaches to the study of fairness in social relationships”, In K. J. Gergen, M. S. Greenberg, & R. H. Willis (Eds.), Social exchange: Advances in theory and research (ss. 27–55). New York: Plenum.
  • Luthans F., (1994), Organizational Behavior, Newyork: McGraw-Hill, Inc.
  • Masterson, S. S., Lewis‐Mcclear, K., Goldman, B. M. ve Tylor, S. M. (2000), “Integrating Justice and Social Exchange: The Differing Effects of Fair Procedures and Treatment on Work Relationships”, Academy of Management Journal, 43, ss. 738‐748.
  • McAuliffe, Eilish vd., (2009), “Measuring And Managing The Work Environment of The Mid-Level Provider – The Neglected Human Resource”, Human Resources for Health, 7:13.
  • McFarlin, D. B., ve Sweeney, P. D. (1992), “Distributive and procedural justice as predictors of satisfaction with personal and organizational outcomes”. Academy of Management Journal, 35, ss. 626-637.
  • Meyer, J.P., ve Allen N..J. (1991), “A Three Component Conceptualization Of Organizational Commitment”, Human Resource Management Review, 1 ,ss. 61-89.
  • Meyer, J., Stanley, .D., Herscovitch L. ve Topolnytsky, L. (2001), ”Affective, Continuance, And Normative Commitment To The Organization: Meta Analysis Of Antecedents,Correlates, And Consequences”, Journal of Vocational Behavior, 61, ss. 20-52.
  • Moon, H., Kamdar, D., Mayer, D.M., Takeuchi, R. (2008). “Me or We? The Role of Personality and Justice as Other-Centered Antecedents to Innovative Citizenship Behaviors Within Organizations”, Journal of Applied Psychology, 93, ss. 84-94
  • Moorman, R.H. (1991), “The relationship between organizational justice and organizational citizenship behavior: Do fairness perceptions influence employee citizenship?”, Journal of Applied Psychology, 76, ss. 845- 855.
  • Morgan, G. (1986), Images of Organization, Newbury Park, CA: Sage Publications.
  • Niehoff, B. P., ve Moorman, R. H. (1993), “Justice as a mediator of the relationship between methods of monitoring and organizational citizenship behaviour”, Academy of Management Journal, 36(3), ss. 527-556.
  • Özmen, Ö. N.T., Arbak, Y., ve Özer, P.S. (2007), “Adalete Verilen Değerin Adalet Algıları Üzerindeki Etkisinin Sorgulanmasına İlişkin Bir Araştırma”, Ege Akademik Bakış, 7, ss. 17-33
  • Porter, L., Steers, R., Mowday, R., ve Boulian, P. (1974), “Organizational commitment, job satisfaction, and turnover among psychiatric technicians”, Journal of Applied Psychology, 59, ss. 603-609.
  • Poyraz K., Kara H. ve Çetin S.A. (2009), “Örgütsel Adalet Algılamalarının Örgütsel Vatandaşlık Davranışlarına Etkisine Yönelik Bir Araştırma”, Süleyman Demirel Üniversitesi Sosyal Bilimler Enstitüsü Dergisi 9, ss. 71-91.
  • Rusbelt; Farrell; Rogers ve Mainous, (1988), “Impact Of Exchange Variables On Exit, Voice, Loyalty And Neglect: An Integrative Model Of Responses To Decline Job Satisfaction”, Academy Of Management Journal, 31(3), ss. 599-627.
  • Schneider, B., ve Snyder, R.A. (1975), “Some relationships between job satisfaction and organizational climate”, Journal of Applied Psychology, 60(3), ss. 318-328.
  • St-Pierre I,Holmes D. (2010), “The relationship between organizational justice and workplace Aggression”, Journal of Advanced Nursing, 66:5, ss. 1169-1182
  • Sweeney, P. D., ve McFarlin D. B. (1997), “Process and Outcome: Gender Differences in The Assessment of Justice”, Journal of Organizational Behavior, 18, ss. 83-98
  • Şeşen H. ve Basım H.N., (2010), “Çalışanların Adalet Algısının Örgütsel Vatandaşlık Davranışlarına Etkisi: İş Tatminin Aracılık Rolü”, ODTÜ Geliştirme Dergisi, 37.
  • Şimşek, Ş., Çelik, A., Akgemci, T., (2005), Davranış Bilimlerine Giriş ve Örgütsel Davranış, 5. Basım, Ankara.
  • Tarkan, G. ve Tepeci, M., (2006), “Örgütsel Adalet ve Yönetimde Merkezileşmenin Çalışan Hırsızlığına Etkileri: Mersin Üniversitesi Turizm İşletmeciliği ve Otelcilik Yüksek Okulu Öğrenci Algılamaları Üzerine Bir Araştırma”. Anatolia: Turizm Araştırmaları Dergisi, sayı 17 (2), ss. 137-152.
  • Taşkaya S. Ve Şahin B. (2011), “Hastane Çalışanlarının Kişisel Özelliklerine Göre Örgütsel Adalet Algılarının Örgüte Bağlılık Düzeyleri Üzerine Etkisinin Yapısal Eşitlik Modeli ile Değerlendirilmesi", H.Ü. İktisadi Ve İdari Bilimler Fakültesi Dergisi, 29: 1, ss. 165-185
  • Tutar, H. (2007), “Erzurum‟da Devlet ve Özel Hastanelerde Çalışan Sağlık Personelinin İşlem Adaleti, İş Tatmini ve Duygusal Bağlılık Durumlarının İncelenmesi”, Süleyman Demirel Üniversitesi İktisadi ve İdari Bilimler Fakültesi, 12:3, ss. 97-120.
  • Williamson K. ve Williams K. (2011), “Organisational Justice, Trust and Perceptions Of Fairness in The İmplementation of Agenda For Change”, Radiography, 17, ss. 61-66.
  • Yavuz E., (2010), “Kamu ve Özel Sektör Çalışanlarının Örgütsel Adalet Algılamaları Üzerine Bir Karşılaştırma Çalışması”, Doğuş Üniversitesi Dergisi, 11 (2), ss. 302-312.
  • Yıldırım F., (2007), “İş Doyumu ile Örgütsel Adalet İlişkisi”, Ankara Üniversitesi SBF Dergisi, 62:1, ss. 253-278.
  • Zainalipour, H., Fini, A. A. S., Mirkamali, S. M., (2010), “A Study of Relationship Between Organizational Justice and Job Satisfaction Among Teachers in Bandar Abbas Middle School”, Social and Behavioral Sciences, 5, ss. 1986–1990.
  • Zeinabadi, H. ve Salehi, K. ( 2011 ), “Role of Procedural Justice, Trust, Job Satisfaction, and Organizational Commitment in Organizational Citizenship Behavior (Ocb) Ofteachers: Proposing A Modified Social Exchange Model”, Procedia - Social and Behavioral Sciences, 29, ss. 1472 – 1481, International Conference on Education and Educational Psychology (ICEEPSY 2011).

ÖRGÜTSEL ADALET ALGISININ İŞ TATMİNİ, ÖRGÜTSEL BAĞLILIK VE İŞ PERFORMANSI ÜZERİNDEKİ ETKİLERİ: OKUL ÖNCESİ ÖĞRETMENLERİ ÜZERİNDE BİR ARAŞTIRMA

Year 2015, Volume: 29 Issue: 3, 421 - 439, 11.08.2015

Sabiha Sevinç Altaş , Hülya Gündüz Çekmecelioğlu

Abstract

Örgütsel adalet ve eşitlik kavramları işyerlerinin temelini
oluşturmaktadır. Örgütsel adalet, prosedürel ve dağıtımsal adalet olmak üzere
iki boyuttan oluşmaktadır. Bu araştırmanın amacı okul öncesi öğretmenlerinin
örgütsel bağlılık, iş tatmini ve iş performansı üzerindeki etkilerini incelemektir.
Bu amaçla araştırma Sakarya’da çalışan 125 okul öncesi öğretmeni üzerinde
gerçekleştirilmiştir. Sonuçlar örgütsel adaletin iki formunun da iş tatmini
üzerinde pozitif etkilere sahip olduğunu, ancak sadece dağıtımsal adaletin
örgütsel bağlılık üzerinde etkili olduğunu göstermektedir. Ayrıca araştırma
sonuçları, hem prosedürel hem de dağıtımsal adaletin iş performansını pozitif
yönde etkilediğini göstermektedir.

Keywords

Dağıtımsal Adalet Prosedürel Adalet İş Tatmini Örgütsel Bağlılık İş Performansı

References

  • Allen, Natalie.J. ve Meyer, John P. (1990), “The Measurement and Antecedents of Affective, Continuance and Normative Commitment to the Organisation”, Journal of Occupational psychology, 63, ss.1-18.
  • Becker, Howard S. (1960) “Notes On the Concept of Commitment”, The American Journal of Sociology, <http://www.jstor. com> (10 Nisan 2006).
  • Becker, T. E. (1992). “Foci and bases of commitment: Are They Distinctions Worth Making”, Academy of Management Journal, 35, ss.232-244
  • Benligiray, S. (2004). İnsan kaynakları yönetimi. Eskişehir, Anadolu Üniversitesi.
  • Beugre, C. D. (2002). “Understanding Organizational Justice and its İmpact on managing Employees: An African perspective”, Journal of Human Ressource Management, 13, ss.1091-1104.
  • Bies, R. J. ve Moag, J. F. (1986), “Interactional justice: Communication criteria of fairness”, Research on Negotiations in Organizations, 1, ss. 43–55.
  • Bies, R. J., ve Moag, J. S. (1987), “Interactional justice: Communications criteria of fairness”, In R. J. Lewicki, B. H. Sheppard, ve M. H. Bazerman (Eds.), Research in Negotiation in Organizations (Vol. 1, ss. 43–55). Greenwich, CT: JAI Press.
  • Brief, A.P. Attitudes In and Around Organizations, California: SAGE Publications, 1998.
  • Camerman J., Cropanzano R. Ve Vandenberghe C. (2007). “The Benefits of Justice for Temporary Workers”, Group & Organization Management, 32, ss. 176-207.
  • Cohen- Charash, Yochi ve Spector, P.E. (2001), “The Role of Justice in Organizations: A Meta-Analysis”, Organizational Behavior and Human Decision Processes, 89, ss.278-321.
  • Colquitt, J. A. (2001), “On The Dimensionality Of Organizational Justice: A Construct Validation of A Measure”, Journal of Applied Psychology, 86, ss. 386–400.
  • Cropanzano, R. (Ed.) (1993). “Justice in the worlc;place'Appmachin~ fairne.~~in human resource manaiement HilIsdale, NJ: Lawrence Erlbaum Associates.
  • Cropanzano R., Bowen D.E. ve Gilliland S.W. (2001), “The Management of Organizational Justice”, Academy of Management Perspectives, November, ss. 34-48.
  • Cropanzano, R., Bowen, D. E., ve Gilliland, S. W. (2007), “The management of organizational justice”, Academy of Management Perspectives, 21, ss. 34-48.
  • Çakar D.N. ve Yıldız S. (2009), “Örgütsel Adaletin İş Tatmini Üzerindeki Etkisi: ‘Algılanan Örgütsel Destek’ Bir Ara Değişken Mi?” Elektronik Sosyal Bilimler Dergisi, 28, ss. 68-90.
  • Çöl, G. (2008). “Algılanan Güçlendirmenin İşgören Performansı Üzerine Etkileri”, Doğuş Üniversitesi Dergisi”, 9(1), 35-46.
  • DeConinck, J.B., ve Stilwell, D.C. (2004), “Incorporating organizational justice, role states, pay satisfaction and supervisor satisfaction in a model of turnover intentions”, Journal of Business Research, 57, ss. 25-231.
  • Deconinck, J. B. (2010). “The Effect of Organizational Justice, Perceived Organizational Support, and Perceived Supervisor Support on Marketing Employees’ Level of Trust”, Journal of Business Research, 63, ss. 1349‐1355.
  • Doğan H. (2002), “İşgörenlerin Adalet Algılamalarında Örgüt İçi İletişim ve Prosedürel Bilgilendirmenin Rolü”, Ege Üniversitesi, Akademik Bakış Dergisi, 2, ss. 69-76.
  • Erdoğan, İ., (1991), İşletmelerde Davranış, İstanbul İ.Ü. İşletme Fakültesi Yayın No: 242.
  • Eren, Erol. (2007), Örgütsel Davranış ve Yönetim Psikolojisi, İstanbul, Beta Basım Yayın, İstanbul.
  • Folger, R., ve Konovsky, M.A. (1989), “Effects of procedural and distributive justice on reactions to pay raise decisions”. Academy of Management Journal, 32, ss. 115-130.
  • Folger, R., ve Cropanzano, R. (1998), Organizational Justice and Human Resource Management. Sage, Thousand Oaks, CA.
  • Fulford M.D. (2005), “That’s Not Fair : The Test of a Model of Organizational Justice, Job Satisfaction, and Organizational Commitment Among Hotel Employees”, Journal of Human Resources in Hospıtalıty & Tourısm, 4:1, ss. 73-84.
  • Greenberg J. (1987), “A Taxonomy of Organizational Justice Theories”. The Academy of Management Review, 12:1, ss. 9-22.
  • Greenberg, J. (1990a). “Organizational justice: Yesterday, today, and tomorrow”, Journal of Management, 16, ss. 399-432.
  • Greenberg, J. (1990b), “Employee theft as a reaction to underpayment inequity: The hidden cost of pay cuts", Journal of Applied Psychology, 75, ss. 561-568.
  • Greenberg, J. (1996), The Quest For Justice On The Job. Thousand Oaks, CA: Sage Publications.
  • Hoad, C. (1993), “Violence at Work: Perspectives From Research Among 20 British Employees”, Security Journal, 4(2), ss.64-86.
  • Kılıçlar A. (2011). “Yöneticiye Duyulan Güven ile Örgütsel Adalet İlişkisinin Öğretmenler Açısından İncelenmesi”, İşletme Araştırmaları Dergisi 3/3.
  • Kirkman, B. L., ve Rosen, B. (1999). “Beyond self-management: Antecedents and Consequences of Team Empowerment”, Academy of Management Journal, 42, ss. 58-74.
  • Koçel, Tamer. (2011), İşletme Yöneticiliği, Beta Basım Yayım, 13 Baskı, İstanbul.
  • Konovsky, M.A. (2000), “Understanding Procedural Justice and Its Impact on Business Organizations”. Joumal of Management, 26, ss. 489-511.
  • Lambert, E. G., Barton, S. M., ve Hogan, N. L. (1999), “The missing link between job satisfaction and correctional staff behavior: The issue of organizational commitment”, American Journal of Criminal Justice, 24(1), ss. 95–116.
  • Lambert Eric, (2003), “The impact of organizational justice on correctional staff”, Journal of Criminal Justice, 31 ss. 155– 168.
  • Latham, Gary P. ve Pinder Craig C, (2005) “Work Motivation Theory and Research at the Dawn of the Twenty-First Century”, Annual Review of Psychology, Vol. 56, ss. 485-516.
  • Leventhal, G. S. (1980). “What should be done with equity theory? New approaches to the study of fairness in social relationships”, In K. J. Gergen, M. S. Greenberg, & R. H. Willis (Eds.), Social exchange: Advances in theory and research (ss. 27–55). New York: Plenum.
  • Luthans F., (1994), Organizational Behavior, Newyork: McGraw-Hill, Inc.
  • Masterson, S. S., Lewis‐Mcclear, K., Goldman, B. M. ve Tylor, S. M. (2000), “Integrating Justice and Social Exchange: The Differing Effects of Fair Procedures and Treatment on Work Relationships”, Academy of Management Journal, 43, ss. 738‐748.
  • McAuliffe, Eilish vd., (2009), “Measuring And Managing The Work Environment of The Mid-Level Provider – The Neglected Human Resource”, Human Resources for Health, 7:13.
  • McFarlin, D. B., ve Sweeney, P. D. (1992), “Distributive and procedural justice as predictors of satisfaction with personal and organizational outcomes”. Academy of Management Journal, 35, ss. 626-637.
  • Meyer, J.P., ve Allen N..J. (1991), “A Three Component Conceptualization Of Organizational Commitment”, Human Resource Management Review, 1 ,ss. 61-89.
  • Meyer, J., Stanley, .D., Herscovitch L. ve Topolnytsky, L. (2001), ”Affective, Continuance, And Normative Commitment To The Organization: Meta Analysis Of Antecedents,Correlates, And Consequences”, Journal of Vocational Behavior, 61, ss. 20-52.
  • Moon, H., Kamdar, D., Mayer, D.M., Takeuchi, R. (2008). “Me or We? The Role of Personality and Justice as Other-Centered Antecedents to Innovative Citizenship Behaviors Within Organizations”, Journal of Applied Psychology, 93, ss. 84-94
  • Moorman, R.H. (1991), “The relationship between organizational justice and organizational citizenship behavior: Do fairness perceptions influence employee citizenship?”, Journal of Applied Psychology, 76, ss. 845- 855.
  • Morgan, G. (1986), Images of Organization, Newbury Park, CA: Sage Publications.
  • Niehoff, B. P., ve Moorman, R. H. (1993), “Justice as a mediator of the relationship between methods of monitoring and organizational citizenship behaviour”, Academy of Management Journal, 36(3), ss. 527-556.
  • Özmen, Ö. N.T., Arbak, Y., ve Özer, P.S. (2007), “Adalete Verilen Değerin Adalet Algıları Üzerindeki Etkisinin Sorgulanmasına İlişkin Bir Araştırma”, Ege Akademik Bakış, 7, ss. 17-33
  • Porter, L., Steers, R., Mowday, R., ve Boulian, P. (1974), “Organizational commitment, job satisfaction, and turnover among psychiatric technicians”, Journal of Applied Psychology, 59, ss. 603-609.
  • Poyraz K., Kara H. ve Çetin S.A. (2009), “Örgütsel Adalet Algılamalarının Örgütsel Vatandaşlık Davranışlarına Etkisine Yönelik Bir Araştırma”, Süleyman Demirel Üniversitesi Sosyal Bilimler Enstitüsü Dergisi 9, ss. 71-91.
  • Rusbelt; Farrell; Rogers ve Mainous, (1988), “Impact Of Exchange Variables On Exit, Voice, Loyalty And Neglect: An Integrative Model Of Responses To Decline Job Satisfaction”, Academy Of Management Journal, 31(3), ss. 599-627.
  • Schneider, B., ve Snyder, R.A. (1975), “Some relationships between job satisfaction and organizational climate”, Journal of Applied Psychology, 60(3), ss. 318-328.
  • St-Pierre I,Holmes D. (2010), “The relationship between organizational justice and workplace Aggression”, Journal of Advanced Nursing, 66:5, ss. 1169-1182
  • Sweeney, P. D., ve McFarlin D. B. (1997), “Process and Outcome: Gender Differences in The Assessment of Justice”, Journal of Organizational Behavior, 18, ss. 83-98
  • Şeşen H. ve Basım H.N., (2010), “Çalışanların Adalet Algısının Örgütsel Vatandaşlık Davranışlarına Etkisi: İş Tatminin Aracılık Rolü”, ODTÜ Geliştirme Dergisi, 37.
  • Şimşek, Ş., Çelik, A., Akgemci, T., (2005), Davranış Bilimlerine Giriş ve Örgütsel Davranış, 5. Basım, Ankara.
  • Tarkan, G. ve Tepeci, M., (2006), “Örgütsel Adalet ve Yönetimde Merkezileşmenin Çalışan Hırsızlığına Etkileri: Mersin Üniversitesi Turizm İşletmeciliği ve Otelcilik Yüksek Okulu Öğrenci Algılamaları Üzerine Bir Araştırma”. Anatolia: Turizm Araştırmaları Dergisi, sayı 17 (2), ss. 137-152.
  • Taşkaya S. Ve Şahin B. (2011), “Hastane Çalışanlarının Kişisel Özelliklerine Göre Örgütsel Adalet Algılarının Örgüte Bağlılık Düzeyleri Üzerine Etkisinin Yapısal Eşitlik Modeli ile Değerlendirilmesi", H.Ü. İktisadi Ve İdari Bilimler Fakültesi Dergisi, 29: 1, ss. 165-185
  • Tutar, H. (2007), “Erzurum‟da Devlet ve Özel Hastanelerde Çalışan Sağlık Personelinin İşlem Adaleti, İş Tatmini ve Duygusal Bağlılık Durumlarının İncelenmesi”, Süleyman Demirel Üniversitesi İktisadi ve İdari Bilimler Fakültesi, 12:3, ss. 97-120.
  • Williamson K. ve Williams K. (2011), “Organisational Justice, Trust and Perceptions Of Fairness in The İmplementation of Agenda For Change”, Radiography, 17, ss. 61-66.
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There are 64 citations in total.

Details

Primary Language Turkish
Journal Section Makaleler
Authors

Sabiha Sevinç Altaş

Hülya Gündüz Çekmecelioğlu

Publication Date August 11, 2015
Published in Issue Year 2015 Volume: 29 Issue: 3

Cite

APA Sevinç Altaş, S., & Gündüz Çekmecelioğlu, H. (2015). ÖRGÜTSEL ADALET ALGISININ İŞ TATMİNİ, ÖRGÜTSEL BAĞLILIK VE İŞ PERFORMANSI ÜZERİNDEKİ ETKİLERİ: OKUL ÖNCESİ ÖĞRETMENLERİ ÜZERİNDE BİR ARAŞTIRMA. Atatürk Üniversitesi İktisadi Ve İdari Bilimler Dergisi, 29(3), 421-439. https://doi.org/10.16951/iibd.01902

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