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

Yıl 2023, , 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

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

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

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