Algılanan örgütsel adaletin, güven ile bağlılık üzerindeki etkisi ve hizmet sektöründe bir uygulaması
Effects of perceived organizational justice on trust and commitment and an empirical study in service industry
- Tez No: 439351
- Danışmanlar: DR. HÜSNÜ BÜLENT CERİT
- Tez Türü: Yüksek Lisans
- Konular: Endüstri ve Endüstri Mühendisliği, Industrial and Industrial Engineering
- Anahtar Kelimeler: Belirtilmemiş.
- Yıl: 2016
- Dil: Türkçe
- Üniversite: İstanbul Teknik Üniversitesi
- Enstitü: Fen Bilimleri Enstitüsü
- Ana Bilim Dalı: Endüstri Mühendisliği Ana Bilim Dalı
- Bilim Dalı: Mühendislik Yönetimi Bilim Dalı
- Sayfa Sayısı: 125
Özet
Günümüzün rekabetçi iş dünyasında işletmelerin başarılı olabilmesi için gerekli koşullardan biri yüksek verimliliktir. İşletmelerin yüksek verimlilik seviyesine ulaşabilmesi ise, örgütteki işgörenlerin bir takım davranışlarına ve algılarına bağlıdır. Örgüt ortamında bireylerin ve grupların davranışlarını anlayıp ileriye yönelik tahminlerde bulunma ve verimliliği arttırma amacını taşıyan örgütsel davranış, örgütlerin sorunlarına çözüm bulabilmek için kullanılan en temel araştırma alanlarından biridir. Örgütsel adalet algısı, örgütsel güven ve örgütsel bağlılık, örgütsel davranışın konularından birkaçıdır. Bu çalışmada, örgütsel adalet algısı, örgütsel güven ve örgütsel bağlılığın boyutları ile ilgili literatür taraması yapılmış ve bu boyutların arasındaki ilişkinin ölçülmesi adına sektöründe lider olan bir şirketin İstanbul'da faaliyet gösteren 658 adet çalışanından 341 tanesine, 4 adet demografik soru ve değişkenlerle ilgili 36 adet soru barındıran anket uygulanmıştır (evrenin %51,82'sine ulaşılmıştır). Cevap seçeneklerinde 5'li Likert ölçeği kullanılıp karma yöntemle uygulanmış olan bu ankette yer alan örgütsel adalet algısı ile ilgili sorular Neihoff ve Moorman'ın 1993 yılında geliştirdiği Örgütsel Adalet Algısı Ölçeği'nden; örgütsel güven ile ilgili sorular İslamoğlu ve diğerlerinin 2007 yılında yaptığı bir çalışmadan; örgütsel bağlılık soruları ise Meyer ve Allen'in 1984 yılında geliştirmiş olduğu Örgütsel Bağlılık Ölçeği'nden adapte edilmiştir. 341 adet çalışandan elde edilen veriler ve değişkenlere ait hesaplanan skorlar daha sonrasında IBM SPSS Statistics 20 paket programı ile analiz edilmiştir. Anketlerden elde edilen verilere güvenilirlik analizi ve ardından doğrulayıcı faktör analizi uygulandığında, literatürde yer alan faktörlerin elde edildiği görülmüştür. Daha sonrasında regresyon analizleri yapılmış ve çalışmanın başında kurulmuş olan 30 adet hipotezden 20'si kabul edilmiştir. Regresyon analizlerinin sonuçlarına göre örgütsel bağlılık boyutlarından biri olan duygusal bağlılığın, işlemsel adalet, dağıtımsal adalet, yöneticiye güven ve işletmeye güven tarafından pozitif yönde etkilendiği görülmüştür. Öte yandan devam bağlılığının kurulan hipotezlerin aksine işlemsel adalet, dağıtımsal adalet, yöneticiye güven ve çalışma arkadaşlarına güven tarafından negatif yönde zayıf bir şekilde etkilendiği görülmüştür. Normatif bağlılık ise bütün adalet algısı boyutları, işletmeye güven ve yöneticiye güvenden pozitif yönde etkilenmektedir. Örgütsel güven ile ilgili sonuçlara bakıldığında işletmeye güven ve yöneticiye güven bütün adalet boyutlarından pozitif yönde; çalışma arkadaşlarına güven ise işlemsel adalet ve dağıtımsal adalet tarafından pozitif yönde etkilenmektedir. Genel anlamda değişkenler arasındaki ilişkilere bakıldığında ise örgütsel bağlılığın örgütsel adalet ve güven tarafından pozitif yönde, örgütsel güvenin ise örgütsel adalet tarafından pozitif yönde etkilendiği görülmüştür.
Özet (Çeviri)
In today's competitive business world, one of the most important things for the companies to be successful is efficiency. Reaching to high efficiency level depends on some behaviors and perceptions of the employees. Organizational behavior, which is a practice to understand individuals' and groups' behaviors and make predictions according to them, is one of the most used fundamental researches to solve organizations' problems today. Organizational justice, organizational trust and organizational commitment are some of the subjects of organizational behavior. Organizational trust is the trust of an individual for the organization to stand behind their words in a risky and uncertain situations. Because of it's effects on organizational commitment, intention to leave, performance and job satisfaction, organizational trust has an important role. There are three common components of organizational trust in literature: trust to manager, trust to company and trust to coworkers. Organizational commitment, which can be defined as organizational members' psychological attachment to the organization, is a popular subject because it gives information about employees' efficiency and their intention to leave. According to the results of many researches, high organizational commitment leads to high performance, job satisfaction and efficiency; low intention to leave and employee turnover rate. At the other hand, some studies show that organizational commitment affects intention to leave more than job satisfaction does. There are three components of organizational commitment in literature: affective commitment, continuance commitment and normative commitment. Justice is a very important subject of both society and organizations because of it's effects on relations between individuals. Organizational justice stems from Equity Theory of J.Adams. Organizational justice, which is about individual's perception of fairness of anything about the work and their behaviors according to these perceptions, has an important role in organizations. According to the results of many researches, poor perception of organizational justice leads to low job satisfaction, motivation and performance. There are three organizational justice dimensions in the literature: distributive justice, procedural justice and interactional justice. People want to stay at places and groups where they feel themselves safe. Consequently, they search about their company, manager and coworkers to find out if they can trust or not. According to the results of researches about organizational trust and organizational commitment, there is a significant positive relation between them. It can be said that organizational trust positively affects organizational commitment. Perception of organizational justice is one of the fundamental sources of organizational trust. When individuals perceive fairness in an organization, they feel trust. According to the results of researches about organizational justice and organizational trust, there is a significant positive relation between them. Most of the researches show that organizational justice positively affects organizational trust. Measuring individuals' organizational justice perceptions is important because of it's effects on their commitment. People want to stay at places where they perceive everything occurs in fair. According to the results of researches about organizational justice and organizational commitment, there is a significant positive relation between them, organizational justice positively affects organizational commitment. Besides the literature research about organizational justice, organizational trust and organizational commitment factors and their relations with each other, this research also contains an empirical study. A survey was conducted in Istanbul to 341 employees of a company, which is a market leader and has 658 employees. According to this, %51,82 of the population has been reached. The survey contains 4 demographic questions and 36 questions about the main subject (12 questions for each subject), which were adapted from the literature. Questions about organizational justice were adapted from Organizational Justice Questionnaire which was created by Neihoff and Moorman in 1993; questions about organizational trust were adapted from a research that was made by Islamoglu and others in 2007; questions about organizational commitment were adapted from Organizational Commitment Questionnaire which was created by Meyer and Allen in 1984. All of the questions about organizational behaviors have five point likert scale answers. IBM SPSS Statistics 20 software is used for analyzing the survey datas and scores that were calculated for every variable. After applying reliability analysis, it was seen that every factor has a high Cronbach's alpha value (higher than 0,60), which shows that it is convenient to make dimension reduction and form factors. Then confirmatory factor analysis was applied to the datas and it was seen that the same factors with the literature were obtained. According to the stepwise method of linear regression, 20 of 30 hypothesis, which were formed at the beginning of the research, were proved. According to results of regression analysis, it was seen that affective commitment, which is a factor of organizational commitment, is positively affected by procedural justice, distributive justice, trust to manager and trust to company. At the other hand, it was seen that continuance commitment, which is another factor of organizational commitment, is negatively affected by procedural justice, distributive justice, trust to supervisor and trust to coworkers. Lastly it was found that normative commitment, which is the third factor of organizational commitment, is positively affected by all of the organizational justice factors, trust to company and trust to supervisor. Results about organizational trust shows that trust to company and supervisor are positively affected by all of the organizational justice factors; trust to coworkers is positively affected by procedural justice and distributive justice. According to the relations between variable scores, it was seen that organizational commitment is positively affected by both organizational justice and organizational trust. At the other hand, organizational trust is positively affected by organizational justice. These results prove the main three hypothesis of this study. Lastly, one-way ANOVA (analysis of variance) was made to compare the means of every demographic group's results. According to the results, there is no difference between the results of women and men. At the other hand, it can be said that there is a significant difference between 36+, 24-29 and 30-35 aged employees' answers about organizational commitment. This difference's reason is 36+ aged employees having a higher organizational commitment. Results of one-way ANOVA about educational status show that there are some significant differences. Master's degree graduates have more organizational commitment than the employees who have educational status of high school and pre-high school. Bachelor's degree graduates have less organizational trust than the employees who have educational status of high school and pre-high school. Employees, who have educational status of pre-high school, high school and associate degree have more organizational trust perception than master's degree and Phd graduates. Results of one-way ANOVA about experience in this company show that there are some significant differences as well. According to organizational commitment scores, employees with less than one year experience have less organizational commitment than employees with more than 1 year of experience. Results about organizational trust show that employees with 1-2 years of experience in that company have more organizational trust than employees with less than one year of experience. Lastly, according to the scores of perceived organizational justice, employees with 6-12 months of experience perceive organizational trust less than employees with 1-2 years of experience. To sum up, it can be said that most of the results of this study are same with the studies in the literature.
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