Two different method applications in the relation of perceived organizational justice and motivation

Year 2020, Issue: 49, 172 - 187, 16.12.2020

Ela Özkan Canbolat

Abstract

This study investigates the effect of organizational justice which is perceived by the employees on their motivations. The research is carried out with 392 participants working in a public institution serving in Çankırı. This research also compares linear modelling and fuzzy logic models in the context of contributing to the literature. In order to test the effect of organizational justice on the internal and external motivation of employees, a multiple regression analysis was performed first. Then, the relationship between variables was evaluated by fuzzy logic qualitative comparative analysis (fsQCA). Finally, the results of the two methods were compared. Multiple regression analysis results showed that interactional justice has a significant and positive effect on internal motivation, whereas interactional and distributed justice has a significant and correct effect on external motivation. fsQCA results showed that only interactional and distributed justice had an effect on internal motivation. In this context, the effect of interactional justice on international motivation has been confirmed by the results of two methods. Since the effect of distributed justice on internal or external motivation is found different by two different methods, it has not been fully understood.

Keywords

Organizational justice, internal and external motivation, fuzzy set qualitative comparative analysis (fsQCA)

Örgütlerde algılanan adalet ve motivasyon ilişkisinde iki farklı metot uygulaması

Abstract

Bu araştırma iş görenlerin algıladığı örgütsel adaletin, iş gören motivasyonları üzerindeki etkisini araştırmaktadır. Araştırma Çankırı’da hizmet veren bir kamu kurumunda çalışan 392 katılımcı ile gerçekleştirilmiştir. Bu araştırma literatüre katlı sağlamak bağlamında doğrusal modelleme ve bulanık mantık modellerini de karşılaştırmaktadır. Örgütsel adaletin iş görenlerin içsel ve dışsal motivasyonu üzerindeki etkisini test etmek için ilk olarak çoklu regresyon analizi yapılmıştır. Daha sonra, değişkenler arasındaki ilişki bulanık mantık niteliksel karşılaştırma niteliksel analizi (fsQCA) yolu ile de değerlendirilmiştir. Sonuçta iki metot sonuçları karşılaştırılmıştır. Çoklu regresyon analizi sonuçları, etkileşimsel adaletin iç motivasyon üzerinde, etkileşimsel ve dağıtımcı adaletin ise dış motivasyon üzerinde anlamlı ve doğru yönlü etkisinin olduğunu göstermiştir. fsQCA sonuçları ise sadece etkileşimsel ve dağıtımcı adaletin içsel motivasyon üzerinde etkili olduğunu göstermiştir. Bu bağlamda etkileşimsel adaletin iç motivasyon üzerindeki etkisi iki metot sonuçları tarafından doğrulanmıştır. Dağıtımcı adaletin iç ya da dış motivasyona etkisi iki farklı metot tarafından farklı bulunduğundan tam olarak anlamlandırılamamıştır.

Keywords

Örgütsel adalet, motivasyon, iç motivasyon, dış motivasyon, bulanık mantık niteliksel karşılaştırmalı analizi (fsQCA)

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