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ÖRGÜTSEL ADALETSİZLİĞİN ÖRGÜTSEL DIŞLANMAYA ETKİSİNDE PSİKOLOJİK DAYANIKLILIĞIN ARACI ROLÜ

Amaç: Bu çalışmanın amacı, örgütsel adalet algısının örgütsel dışlanmaya etkisinde psikolojik dayanıklılığın aracı rolünü tespit etmektir. Yöntem: Bu araştırma kolayda örnekleme yoluyla seçilen 249 kişi üzerinde gerçekleştirilmiştir. Araştırmanın evrenini Hendek İkinci Organize Sanayi Bölgesindeki altı işletmenin mavi yakalı çalışanları oluşturmaktadır. Verilerin toplanmasında anket tekniği kullanılmış olup verilerin analizinde SPSS programından yararlanılmıştır. Örgütsel adalet algısının örgütsel dışlanmaya etkisinde psikolojik dayanıklılığın aracı rolünü tespit etmek üzere korelasyon, basit ve çoklu regresyon analizleri kullanılmıştır. Bulgular: Yapılan analizler sonucunda örgütsel dışlanma, örgütsel adaletsizlik ve psikolojik dayanıklılık değişkenleri arasında ilişki olduğu ve örgütsel adalet algısının örgütsel dışlanmaya etkisinde psikolojik dayanıklılığın kısmi aracılık ettiği tespit edilmiştir. Sonuç: Sonuç olarak örgütsel adaletsizlik algılayan iş görenlerin psikolojik dayanıklılıkları azalmakta, bu azalma diğer başka bir değişken ya da değişkenlerle birlikte örgütsel dışlanma algısını arttırmaktadır.

Anahtar Kelimeler:

Örgütsel Adaletsizlik, Örgütsel Dışlanma, Psikolojik Sağlamlık

THE MEDIATING ROLE OF PSYCHOLOGICAL HARDINESS IN THE EFFECT OF ORGANIZATIONAL INJUSTICE ON WORKPLACE OSTRACISM

Aim: The aim of this study is to determine the mediating role of psychological hardiness in the effect of organizatıonal injustice on workplace ostracism. Method: This study was conducted on 249 people who were selected by convenience sampling. The population of this study is constituted by the blue-collar workers of the six enterprises in the Hendek Second Organize Industry Zone. The questionnaire was applied to the collection of data and SPSS program was used in the analysis of the data. Corelation, simple and multiple regression analyzes were used to determine the mediating role of psychological hardiness in the effect of organizatıonal injustice on workplace ostracism. Findings: According to results, it was determined that there is a relationship between organizatıonal injustice, psychological hardiness and workplace ostracism and in the effect of organizational injustice on workplace ostracism, psychological hardiness partly mediated. Conclusion: As a result, the psychological hardiness of the employees who perceive organizational injustice is decreasing. This decrease, together with other variables or variables, increases the perception of workplace ostracism.

Keywords:

Organizational Injustice, Workplace Ostracism, Psychological Hardiness,

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