Çalışanların örgütsel güç ve örgütsel adalet algılarının iş tatmini üzerindeki etkisi
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Dosyalar
Tarih
2021
Yazarlar
Dergi Başlığı
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Yayıncı
Aksaray Üniversitesi Sosyal Bilimler Enstitüsü
Erişim Hakkı
info:eu-repo/semantics/openAccess
Özet
Bu çalışma, örgütsel güç ve adalet algısının iş tatmini üzerindeki etkisinin tespit edilmesi amacıyla gerçekleştirilmiştir. Çalışmada örgütsel güç algısı "ödül gücü, zorlayıcı güç, yasal güç, uzman gücü, karizmatik güç ve bilgi gücü" alt boyutlarında; örgütsel adalet algısı "dağıtımsal adalet, işlemsel adalet ve etkileşimsel adalet" alt boyutlarında; iş tatmini ise "içsel ve dışsal" alt boyutlarında ele alınmıştır. Çalışmada veri toplama tekniklerinden anket yöntemine başvurulmuştur. Anketler toplamda 403 kişi üzerinde uygulanmıştır. Verilerin analizinde regresyon, korelasyon, Bağımsız Örneklem t-Testi ve Tek Yönlü Varyans (ANOVA) Analizi kullanılmıştır. Elde edilen sonuçlarda, örgütsel güç ve adalet algısının iş tatmini ile içsel ve dışsal iş tatmini alt boyutları üzerinde anlamlı düzeyde etkisinin olduğu tespit edilmiştir. Bunun yanında, örgütsel güç algısı ile örgütsel adalet ve alt boyutları arasında pozitif yönde anlamlı bir ilişki olduğu tespit edilmiştir. Çalışmada, katılımcıların cinsiyet, gelir düzeyi ve medeni durumlarına göre yapılan karşılaştırmalarda, örgütsel adalet algısı ve iş tatmininin anlamlı düzeyde farklılaşmadığı tespit edilmiştir. Son olarak, yaş ile örgütsel güç arasında anlamlı bir farklılık olduğu buna karşın cinsiyet, medeni durum, mesleki çalışma süresi, kurumdaki çalışma süresi ve aylık gelir düzeyi arasında anlamlı bir farklılık olmadığı tespit edilmiştir.
This study was carried out to determine the effect of organizational power and perception of justice on job satisfaction. In the study, organizational power perception was sub-dimensions of "reward power, coercive power, legitimate power, expert power, charismatic power and knowledge power"; organizational justice perception in the sub-dimensions of "distributive justice, procedural justice and interactional justice"; job satisfaction is discussed in the sub-dimensions of "internal and external". Questionnaire method, one of the data collection techniques, was used in the study. The questionnaires were applied on 403 people in total. Regression, correlation, Independent Sample t-Test and One-Way Analysis of Variance (ANOVA) were used in the analysis of the data. In the results obtained, it was determined that organizational power and perception of justice had a significant effect on job satisfaction and the sub-dimensions of internal and external job satisfaction. In addition, it has been determined that there is a positive and significant relationship between the perception of organizational power and organizational justice and its sub-dimensions. In the study, it was determined that organizational justice perception and job satisfaction did not differ significantly in comparisons made according to gender, income level and marital status of the participants. Finally, it has been determined that there is a significant difference between age and organizational strength, but there is no significant difference between gender, marital status, professional working time, working time in the institution and monthly income level.
This study was carried out to determine the effect of organizational power and perception of justice on job satisfaction. In the study, organizational power perception was sub-dimensions of "reward power, coercive power, legitimate power, expert power, charismatic power and knowledge power"; organizational justice perception in the sub-dimensions of "distributive justice, procedural justice and interactional justice"; job satisfaction is discussed in the sub-dimensions of "internal and external". Questionnaire method, one of the data collection techniques, was used in the study. The questionnaires were applied on 403 people in total. Regression, correlation, Independent Sample t-Test and One-Way Analysis of Variance (ANOVA) were used in the analysis of the data. In the results obtained, it was determined that organizational power and perception of justice had a significant effect on job satisfaction and the sub-dimensions of internal and external job satisfaction. In addition, it has been determined that there is a positive and significant relationship between the perception of organizational power and organizational justice and its sub-dimensions. In the study, it was determined that organizational justice perception and job satisfaction did not differ significantly in comparisons made according to gender, income level and marital status of the participants. Finally, it has been determined that there is a significant difference between age and organizational strength, but there is no significant difference between gender, marital status, professional working time, working time in the institution and monthly income level.
Açıklama
Anahtar Kelimeler
Örgütsel Adalet, Örgütsel Güç, Etkileşimsel Adalet, İş Tatmini Analizi, Organizational Justice, Organizational Power, Interactional Justice, Job Satisfaction
