Duygusal Olaylar Teorisi Çerçevesinde Pozitif ve Negatif Duygusallığın Algılanan Örgütsel Adalet Üzerindeki Etkilerini Belirlemeye Yönelik Bir Araştırma

Bu çalışmada, Duygusal Olaylar Teorisi çerçevesinde duyguların algılanan örgütsel adalet üzerindeki etkileri ele alınmıştır. Bir modele dayalı olarak geliştirilen hipotezler çerçevesinde, Kayseri Organize Sanayi Bölgesinde faaliyet gösteren 14 işletmeden 589 kişilik bir örneklemden elde edilen verilerin değerlendirilmesi sonucunda, pozitif duygusallığın dağıtım adaleti (R=Ü.3Ü6, R2=ü.()93), işlem adaleti (R=0.385, R2=0.148) ve kişiler arası etkileşim adaleti (R=0.526, R2=0.276) üzerinde pozitif etkiye sahip olduğu belirlenmiştir. Benzer şekilde negatif duygusallığın da dağıtım adaleti (R=-0.574, R2=0.329), işlem adaleti (R=-0.440, R2=0.194) ve kişiler arası etkileşim adaleli (R=-0.417, R2=0.174) üzerinde negatif etkiye sahip olduğu tespit edilmiştir. Ayrıca, negatif duygusallığın algılanan örgütsel adalet üzerinde pozitif duygusallıktan daha etkili olduğu görülmüştür.

A Research Aimed tor Determine the Effects of Posittive and Negative Affectivity on Perceived Organizational Justice in the Scope of Affective Events Theory

In this study, the effects of affectivity on perceived organizational justice in the scope of Affective Events Theory has been analized. Data has been collected from 589 workers and 14 firms operating in Kayseri Organized Industrial Zone and evaluated in the framework of the hypotheses developed on a model. It has been found that positive aj'fectivity has positive effects on the perceived distributive justice (R=0.306, R2=().()93), procedural justice (R=0.385, R2=0.148) and interactional justice (R=0.526, R2=0.276). Similarly, negative affectivity has negative effects on the perceived distributive justice (R=0.574, R2=0.329), procedural justice (R=0.440. R2=0.194) and interactional justice (R=0.417, R:=0.174). Besides, the negative affectivity is more effective than positive affectiviiy on perceived organizational justice. These results show that affectivity influences the human's organizational perceptions.

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