İşletmelerde örgütsel adaletin örgütsel bağlılık üzerindeki etkisinin incelenmesi
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Tarih
2020
Yazarlar
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Yayıncı
Aksaray Üniversitesi Sosyal Bilimler Enstitüsü
Erişim Hakkı
info:eu-repo/semantics/openAccess
Özet
Bu tezin amacı; çalışanların örgütsel adalet algıları ile örgütsel bağlılıkları arasındaki ilişkiyi açığa çıkartarak örgütsel adalet algısının örgütsel bağlılık üzerindeki etkisini ortaya koymaktır. Bununla birlikte, örgütsel adalet algısı ve örgütsel bağlılık düzeylerinin demografik değişkenler açısından anlamlı bir farklılık gösterip göstermediği de incelenmiştir. Bu amaç doğrultusunda tezin ilk iki bölümünde sırasıyla örgütsel adalet ve örgütsel bağlılık kavramlarına ilişkin literatürdeki mevcut çalışmalar, alanda geliştirilmiş teoriler ve modeller ile yapılan çalışmalara değinilmiştir. Tezin son bölümünde ise araştırmanın bulgularına yer verilmiştir. Araştırmanın verileri Ankara ilindeki bir bankada çalışmakta olan 250 personelden elde edilmiştir. Tezde anket tekniği kullanılmış olup nicel verileri toplamak için Colquitt (2001) tarafından hazırlanan "Örgütsel Adalet Ölçeği" ve Allen ve Meyer (1990) tarafından geliştirilen "Örgütsel Bağlılık Ölçeği"nden yararlanılarak geliştirilen anketler kullanılmıştır. Değişkenlerin normal dağılıma uyup uymadığı Shapiro-Wilk testi ile test edilmiştir ve normal dağılıma uyan değişkenler ortalama±standart sapma değerleri verilmiştir. Ölçekler üzerindeki demografik farkların analizinde Bağımsız Örneklem t Testi ve ANOVA (Tek Yönlü Varyans Analizi) kullanılmıştır. Ölçekler arasındaki ilişkiler Pearson Korelasyon katsayısı ile ölçekler arası etkiler ise Çoklu Doğrusal Regresyon ve Basit Doğrusal Regresyon Analizleri ile incelenmiştir. İstatistiksel analizler IBM SPSS Statistics 20.0 programında yapılmıştır. Anlamlılık düzeyi 0,05 alınmıştır.
The purpose of this thesis is; to reveal the effect of organizational justice perception on organizational commitment by revealing the relationship between employees' perceptions of organizational justice and their organizational commitment. However, it has also been examined whether organizational justice perception and organizational commitment levels differ significantly in terms of demographic variables. For this purpose, in the first two chapters of the thesis, the current studies in the literature on the concepts of organizational justice and organizational commitment, and the studies conducted with the developed theories and models in the field are mentioned. In the last part of the thesis, the findings of the research are included. The data of the research were obtained from 250 personnel working in a bank in Ankara. Questionnaire technique was used in the thesis and questionnaires developed by using the "Organizational Justice Scale" prepared by Colquitt (2001) and "Organizational Commitment Scale" developed by Allen and Meyer (1990) were used to collect quantitative data. Whether the variables fit the normal distribution was tested with the Shapiro-Wilk test and the variables that fit the normal distribution were given mean ± standard deviation values. Independent Sample t Test and ANOVA (One Way Variance Analysis) were used to analyze the demographic differences on the scales. Relationships between scales were examined with Pearson Correlation coefficient and effects between scales were analyzed by Multiple Linear Regression and Simple Linear Regression Analysis. Statistical analyzes were made in IBM SPSS Statistics 20.0 program. Significance level was taken as.
The purpose of this thesis is; to reveal the effect of organizational justice perception on organizational commitment by revealing the relationship between employees' perceptions of organizational justice and their organizational commitment. However, it has also been examined whether organizational justice perception and organizational commitment levels differ significantly in terms of demographic variables. For this purpose, in the first two chapters of the thesis, the current studies in the literature on the concepts of organizational justice and organizational commitment, and the studies conducted with the developed theories and models in the field are mentioned. In the last part of the thesis, the findings of the research are included. The data of the research were obtained from 250 personnel working in a bank in Ankara. Questionnaire technique was used in the thesis and questionnaires developed by using the "Organizational Justice Scale" prepared by Colquitt (2001) and "Organizational Commitment Scale" developed by Allen and Meyer (1990) were used to collect quantitative data. Whether the variables fit the normal distribution was tested with the Shapiro-Wilk test and the variables that fit the normal distribution were given mean ± standard deviation values. Independent Sample t Test and ANOVA (One Way Variance Analysis) were used to analyze the demographic differences on the scales. Relationships between scales were examined with Pearson Correlation coefficient and effects between scales were analyzed by Multiple Linear Regression and Simple Linear Regression Analysis. Statistical analyzes were made in IBM SPSS Statistics 20.0 program. Significance level was taken as.
Açıklama
Anahtar Kelimeler
Örgütsel Adalet, Örgütsel Bağlılık, Organizational Justice, Organizational Commitment
