Performans değerlendirme kriterlerinin örgütsel adalet ve iş tatmin ilişkisindeki düzenleyici etkisi

Bu çalısmanın amacı yöntemsel ve dagıtımsal adalet algılamaları ile is tatmini iliskilerini ve bu iliskiler üzerinde performans degerlendirme sistemi kriterlerinin düzenleyici etkilerini incelemektir. Bu amaçla 206 banka çalısanından anket yoluyla elde edilen veriler dogrusal ve hiyerarsik regresyon analizleri ile degerlendirilmistir. Yapılan analizlere göre performans degerlendirme kriterlerinin bilinmesi ve bireylerin geribildirimden tatmin olma derecelerinin yöntemsel adalet ve is tatmini arasındaki iliskide düzenleyici rolü bulunmaktadır. Buna göre bireyler degerlendirme kriterlerini bildiklerinde ve geribildirimden tatmin oldukları zaman yöntemsel adaletin is tatmini üzerindeki etkisi daha güçlü olmaktadır. Diger taraftan, performans degerlendirme kriterlerinden sadece geribildirimden tatmin olmak dagıtımsal adalet ile is tatmini arasındaki iliskide düzenleyici rol oynamaktadır.

The moderating effect of performance appriasal criteria on organizational justice and job satisfaction relationship

The purpose of this study is to examine the effects of performance appraisal criteria on the relationships between procedural and distributive justice and job satisfaction. For this purpose the data was collected from 206 banking employees and the data was evaluated by linear and hierarchical regressions. According to the data obtained, presumed moderating effects of knowledge of the performance appraisal criteria, and feedback satisfaction on procedural justice- job satisfaction relationship were supported. Such that, procedural justice have stronger effect on job satisfaction when individuals have knowledge of the performance appraisal criteria, and satisfied with the performance feedback. On the other hand only feedback satisfaction has found to be moderating effect on distributive justicejob satisfaction relationship.

___

  • Adams, S.J. (1965) “Toward an Understanding of Inequity”, Journal of Abnormal Social Psychology, 67, 422-36.
  • Aiken, L.S. and S.G. West (1991) Multiple Regression: Testing and Interpreting Interactions, Newbury Park, NJ: Sage.
  • Ajzen, I. (1991) “The Theory of Planned Behavior”, Organizational Behavior and Human Decision Processes, 50, 179–211.
  • Alexander, S. and M. Ruderman (1987) “The Role of Procedural and Distributive Justice in Organizational Behavior”, Social Justice Research, 1, 177-198.
  • Ambrose, M.L. and R. Cropanzano (2003) “A Longitudinal Analysis of Organizational Fairness: An Examination of Reactions To Tenure and Promotion Decisions”, Journal of Applied Psychology, 88, 266–275.
  • Ambrose, M.L. and M. Schminke (2009) “The Role of Overall Judgements in Organizational Justice Research: A Test of Mediation”, Journal of Applied Psychology, 94(2), 491-500.
  • Anseel, F. and F. Lievens (2007) “The Long-Term Impact of the Feedback Environment on Job Satisfaction: A Field Study in a Belgian Context”, Applıed Psychology: An Internatıonal Revıew, 1-13.
  • Baron, R.M. and D.A. Kenny (1986) “The Moderator–Mediator Variable Distinction in Social Psychological Research: Conceptual, Strategic, and Statistical Considerations”, Journal of Personality and Social Psychology, 51, 1173– 1182.
  • Bernardin, H.J., J. A. Orban and J.J. Carlyle (1981) “Performance Rating as a Function of Trust in Appraisal and Rater Individual Differences”, Journal of Academy of Management Proceedings, 311-315.
  • Beugre, C.D. and R.A. Baron (2001) “Perceptions of Systemic Justice: The Effects of Distributive, Procedural, and Interactional Justice”, Journal of Applied Social Psychology, 31, 324-339.
  • Bies. R.I. and J. Moag (1986) “Interactional justice: Communication criteria of fairness” in B H. Sheppard, R. J. Lewicki and M. H. Bazerman (Ed.). Besearch on Negotiations in Organizations, Greenwich, CT: JAI Press, 83-99.
  • Bilgiç, R. (1998) “The Relationship Between Job Satisfaction and Personal Characteristics of Turkish Workers” Journal of Psychology, 132(5), 549-558. Performans Degerlendirme Kriterlerinin Örgütsel Adalet ve 139 s Tatmini liskisindeki Düzenleyici Etkisi
  • Blau, G. (1999) “Testing the Longitudinal Impact of Work Variables and Performance Appraisal Satisfaction on Subsequent Overall Job Satisfaction”, Human Relations, 52(8), 1099-1113.
  • Brief, A.P. (1998) Attitudes in and Around Organizations. Thousand Oaks, California: Sage.
  • Burke, R.J., and D.S.Wilcox (1969) “Characteristics of Effective Employee Performance Review and Development Interviews”, Personnel Psychology, 22, 291-309.
  • Burnett, M.F., I.O. Williamson and K.M. Bartol (2009).“The Moderating Effect of Personality on Employees’ Reactions to Procedural Fairness and Outcome Favorability”, Journal of Business Psychology, 24, 469-484.
  • Cawley, B.D., L.M. Keeping and P.E. Levy (1998) “Participation in Performance Appraisal Process and Employee Reactions: A Meta-Analytic Review of Field Investigations”, Journal of Applied Psychology, 83(4), 615-633.
  • Chen, Zhenjiao, X. Zhang, K. Leung and F. Zhou (2010) “Exploring the Interactive Effect of Time Control and Justice Perception on Job Attitudes”, Journal of Social Psychology, 150 (2), 181-197.
  • Clay-Warner, J., K.A. Reynolds and P. Roman (2005) “Procedural Justice, Distributive Justice: How Experiences with Downsizing Condition Their Impact on Organizational Commitment”, Social Psychology Quarterly, 68(1), 89-102.
  • Cohen-Charash, Y. and P.E. Spector (2001) “The Role of Justice in Organizations: A Meta-Analysis”, Organizational Behavior Human Decision Process, 86(2), 278–321.
  • Colquitt, J.A. (2001) “On the Dimensionality of Organizational Justice: A Construct Validation of a Measure”, Journal of Appied Psychology, 86(3), 386-400.
  • Colquitt, J.A., D.E. Conlon, M.J. Wesson, C. Porter and K.Y. Ng (2001) Justice at the Millennium: A Meta-Analytic Review of 25 Years of Organizational Justice Research, Journal of Appied Psychology, 86(3), 425–445.
  • Colquitt, J.A., B.A. Scott, T.A. Judge and J.C. Shaw (2006) “Justice and Personality: Using integrative Theories to Derive Moderators of Justice Effects”, Organizational Behavior and Human Decision Processes, 100, 110-127.
  • Çakar, N.D. ve S. Yıldız (2009) “Örgütsel Adaletin s Tatmini Üzerindeki Etkisi: Algılanan Örgütsel Destek Bir Ara Degisken Mi?”, Elektronik Sosyal Bilimler Dergisi, 8, 68-90.
  • Çetin, F., N. Basım ve M Karatas (2011)“Çalısanların Problem Çözme Becerilerinde Örgütsel Adalet Algısı ve s Tatmininin Rolü”, Celal Bayar ..B.F. Dergisi, 18(1), 71-85.
  • Diekmann K.A., Z.I. Barsness and H. Sondak (2004) “Uncertainty, Fairness Perceptions, and Job Satisfaction: A Field Study”, Social Justice Research, 17, 237–255.
  • Dinç, A. ve A. Ceylan (2008). “Kaçak Elektrik Kullanımıyla lgili dare Çalısanı Tutumunun Örgütsel Adalet ve s Memnuniyeti le liskisi, Çalısma Gruplarına Göre Farklılıklar”, C.Ü. ktisadi ve dari Bilimler Dergisi, 9(2), 13-29.
  • Dipboye, L.R. and R. dePontbriand (1981) “Correlates of Employee Reactions to Performance Appraisal Systems”, Journal of Applied Psychology, 66(2), 248- 251.
  • Elanain, H.A. (2010) “Testing the Direct and Indirect Relationship between Organizational Justice and Work Outcomes in a non-Western Context of the UAE”, Journal of Management Development, 29(1), 5-27.
  • Erdogan, B., M.L. Kraimer and R.C. Liden (2001) “Procedural Justice As a Two- Dimensional Construct: An Examination in the Performance Appraisal Account”, Journal of Applied Behavioral Science, 37(2): 205–222.
  • Folger, R., M.A. Konovsky and R. Cropanzano (1992) “A Due Process Metaphor For Performance Appriasal”, Research in Organizational Behavior, 14, 129-177. Greenberg, J. (1986) “Determinants of Perceived Fairness of Performance Evaluations”, Journal of Applied Psychology, 71, 340-342.
  • Greenberg, J. (1993) “The Social Side of Fairness: Interpersonal and Informational Classis of Organizational Justice” in R. Cropanzano (ed.) Justice in the Workplace, Hills Gale, NJ: Lawrance Elbraum, 3-20.
  • Gümüsoglu, L. ve Z. Aygün- Karakitapoglu (2010) “Bilgi Çalısanlarının Adalet ve Güçlendirme Algılarının Örgüte, Lidere, ve se Baglılık Üzerindeki Etkileri”, Türk Psikoloji Dergisi, 25(66),21-36.
  • Gürbüz, S. (2008) “s Tatmini ve Adalet Algısının Örgütsel Vatandaslık Davranısına Etkisi: Amme daresi Dergisi, 41(4), 49-77.
  • Hair, J., B. Black, R. Babin, B. Anderson and R. Tatham (2006) Multivariate Data Analysis (6. ed.) Upper Saddle River, NJ: Prentice-Hall.
  • Harrison, D.A., D.A. Newman and P.L. Roth (2006) “How Important are Job Attitudes? Meta-Analytic Comparisons of Integrative Behavioral Outcomes and Time Sequences”, Academy of Management Journal, 49(2), 305-325. Performans Degerlendirme Kriterlerinin Örgütsel Adalet ve 141 s Tatmini liskisindeki Düzenleyici Etkisi
  • Hofstede, G. (2001). Culture's Consequences: International Differences in Work Related Values, Thousand Oaks, CA: Sage.
  • Holtz, B.C. and C.M. Harold (2009) “Fair Today, Fair Tomorrow? A Longitudinal Investigation of Overall Fairness Perceptions”, Journal of Applied Psychology, 94, 1185–1199.
  • Hulin, C.L. (1991) “Adaptation, Persistence, and Commitment in Organizations” in M. D. Dunnette and L.M. Hough (eds.), Handbook of Industrial and Organizational Psychology (vol.2), Palo Alto,CA: Consulting Psychologists Press, 455-505.
  • Huseman, R., J. Hatfield and E. Miles (1987) “A New Perspective on Equity Theory: The Equity Sensitivity Construct”, Academy of Management Review, 12, 222–234.
  • Ilgen, D.R., C.D. Fisher and M.S. Taylor (1979) “Consequences of Individual Feedback on Behavior in Organizations”, Journal of Applied Psychology, 64, 349–371. Inderrieden, E.J., T.J. Keaveny and R.E. Allen (1988) “Predictors of Employee Satisfaction with the Performance Appraisal Process”, Journal of Business and Psychology, 2, 306-310.
  • Irving, P.G., D.F. Coleman and D.R. Bobocel (2005) “The Moderating Effect of Negative Affectivity in the Procedural Justice- Job Satisfaction Relation”, Canadian Journal of Behavioral Science, 37(1), 20-32.
  • Ivancevich, J.M. (1982) “Subordinates’ Reactions To Performance Appraisal Interviews: A Test of Feedback and Goal-Setting Techniques”, Journal of Applied Psychology, 67(5), 581-587.
  • Jawahar, I.M. (2006) “Correlates Satisfaction with Performance Appraisal Feedback”, Journal of Labor Research, 27(2), 213- 234.
  • Judge, T.A. and A.H. Church (2000) “Job Satisfaction: Research and Practice” in C. L. Cooper and E.A.Locke (Eds.), Industrial and Organizational Psychology: Linking Theory With Practice, Oxford, UK: Blackwell, 166-198.
  • Korsgaard, A.M. and L. Roberson (1995) “Procedural Justice in Performance Evaluation: The Role of Instrumental and Non-Instrumental Voice in Performance Appraisal Discussions”, Journal of Management, 21(4), 657– 669.
  • Landy, F.J., J. Barnes- Farrell and J.N. Cleveland (1980) “Perceived Fairness and Accuracy of Performance Evaluation:A Follow-Up”, Journal of Applied Psychology, 65, 355-356.
  • Lam, S.S.K., J. Schaubroeck and S. Aryee (2002) “Relationship Between Organizational Justice and Employee Work Outcomes: A Cross-National Study”, Journal of Organizational Behavior, 23, 1-18.
  • Lawler, E.E. (1973) Motivation in Work Organizations, California: Brooks/Cole Publishing.
  • Leventhal, G.S. (1980) “What Should Be Done With Equity Theory?” in K.J. Gergen, M. S. Greenberg and R. H.Willis (Eds.), Social Exchange: Advances in Theory and Research, New York: Plenum Press, 27-55.
  • Levy, P.E. and J.R. Williams (1998) “The Role of Perceived System Knowledge in Predicting Appraisal Reactions, Job Satisfaction, and Organizational Commitment”, Journal of Organizational Behavior, 19(1), 53–65.
  • Lind, E.A. and T.R Tyler (1988) The Social Psychology of Procedural Justice. New York: Plenum Press.
  • Locke, E.A. (1976) “The Nature and Causes of Job Satisfaction” in M.D. Dunnette (Ed.), Handbook of Industrial and Organizational Psychology, Chicago: Rand Mcnally, 1297-1343.
  • Locke, E.A. (1996) “Motivation Through Conscious Goal Setting”, Applied and Preventive Psychology, 5(2), 117-124.
  • Locke, E.A. and G.P. Latham (1990) A Theory of Goal Setting and Task Performance, Englewood Cliffs, NJ: Prentice Hall.
  • Major, B. and K. Deaux (1982) “Individual Differences in Justice Behavior” in J. Greenberg and R. L.Cohen (Eds), Equity and Justice in Social Behavior, New York: Academic Press, 43-76.
  • Masterson, S.S., K. Lewis, B.M. Goldman and M.S. Taylor (2000) “Integrating Justice and Social Exchange: The Differing Effects of Fair Procedures and Treatment on Work Relationships”, Academy of Management Journal, 43, 738–749.
  • McFarlin, D.B. and R.W. Rice (1992) “The Role of Facet Importance as a Moderator in Job Satisfaction Processes”, Journal of Organizational Behavior, 13, 31-54.
  • McFarlin, D.B. and P.D. Sweeney (1992) “Distributive and Procedural Justice as Predictors of Satisfaction with Personal and Organizational Outcomes”, Academy of Management Journal, 35, 626–637.
  • McFarlin, D.B. and P.D. Sweeney (2001) “Cross-Cultural Applications of Organizational Justice”, in R. Cropanzano (Ed.), Justice in the Workplace: From Theory to Practice, Mahwah, NJ: Erlbaum, 67-95. Performans Degerlendirme Kriterlerinin Örgütsel Adalet ve 143 s Tatmini liskisindeki Düzenleyici Etkisi
  • Milkovich,G.T. and A.K. Wigdor (1991) Pay for Performance. Evaluating Performance Appraisal and Merit Pay, Washington:DC: National Academy Pres.
  • Moorman, R.H. (1991) “Relationship Between Organization Justice and Organizational Citizenship Behaviors: Do Fairness Perceptions Influence Employee Citizenship?”, Journal of Applied Psychology, 76, 845-855.
  • Morris, M.W., K. Leung, D. Ames and B.Lickel (1999) “Views From Inside and Outside: Integrating Emic and Etic Insights About Culture and Justice Judgment”, Academy of Management Review, 24, 781- 796. Mossholder, K.W., N. Bennett and C.L. Martin (1998) “A Multilevel Analysis of Procedural Justice Context”, Journal of Organizational Behavior, 19, 131- 141.
  • Murphy, K.R and J.N. Cleveland (1995) Understanding Performance Appraisal: Social, Organizational, and Goal-Based Perspectives, Thousand Oaks, California: Sage Publications.
  • Niehoff, B.P. and R.H. Moorman (1993) “Justice as a Mediator of the Relationship Between Methods of Monitoring and Organizational Citizenship Behaviors”, Academy of Management Journal, 36: 527-556. Özer, G. ve M. Günlük (2010) “Örgütsel Adaletin Muhasebecilerin s Memnuniyeti ve sten Ayrılma Egilimine Etkisi”, Gaziantep Üniversitesi Sosyal Bilimler Dergisi, 9(2), 459-485.
  • Randall, C.S. and C.W. Mueller (1995) “Extensions of Justice Theory: Justice Evaluations and Employees’ Reactions in a Natural Setting”, Social Psychology Quarterly, 58(3), 178-194.
  • Riketta, M. (2008) “The Causal Relation Between Job Attitudes and Performance: A Meta-Analysis of Panel Studies”, Journal of Applied Psychology, 93(2), 472- 481.
  • Steers, R.M. (1975) “Task-Goal Attributes, Achievement, and Supervisory Performance”, Organizational Behavior and Human Performance, 13, 392- 403.
  • Sweeney, P.D. and D.B. McFarlin (1997) “Process and Outcome: Gender Differences in the Assessment of Justice”, Journal of Organizational Behavior, 18, 83-98.
  • Sesen,H. (2010) “Kontrol odagı, Genel öz yeterlilik, s Tatmini ve Örgütsel Adalet Algısının Örgütsel Vatandaslık Davranısına Etkisi: Ankara’da Bulunan Kamu Kurumlarında Bir Arastırma”, Hacettepe Üniversitesi ..B.F. Dergisi, 28(2), 195-220.
  • Tang, T.L.P. and L.J. Sarsfield-Baldwin (1996) “Distributive and Procedural Justice as Related to Satisfaction and Commitment”, SAM Advanced Management Journal, 61, 25-31.
  • Thibaut, J. and L. Walker (1975) Procedural Justice: A Psychological Analysis, Hillsdale, NJ: Erlbaum.
  • Tutar, H. (2007) “Erzurum’da Devlet ve Özel Hastanelerde Çalısan Saglık Personelinin slem Adaleti, s Tatmini ve Duygusal Baglılık Durumlarının ncelenmesi”, Süleyman Demirel Üniversitesi ktisadi ve dari Bilimler Dergisi,12(3), 97- 120.
  • Van den Bos, K. and E.A. Lind (2002) “Uncertainty Management By Meansof Fairness Judgments” in M.P. Zanna (ed.), Advances in Experimental Social Psychology, San Diego, CA: Academic Press, 34, 1-60.
  • Weiss, D.J., R.V Dawis, G.W. England and L.H. Lofquist (1967) Manual for the Minnesota Satisfaction Questionnaire, University of Minnesota, Minneapolis: Industrial Relations Center.
  • Williams, J.R. and P.E. Levy (2000) “Investigating some neglected criteria: The Influence of Organizational Leveland Perceived System Knowledge on Appraisal Reactions”, Journal of Business and Psychology, 14(3), 501–513.
  • Yazıcıoglu, Y. ve S. Erdogan (2004) SPSS Uygulamalı Bilimsel Arastırma Yöntemleri, Ankara: Detay Yayıncılık.
  • Yeniçeri, Ö., Y. Demirel ve Z.Seçkin (2009) “Örgütsel Adalet ile Duygusal Tükenmislik Arasındaki liski: malat Sanayi Çalısanları Üzerine Bir Arastırma”, KMU BF Dergisi, 11(6), 83-99.
  • Yıldırım, F. (2007) “s Doyumu ile Örgütsel Adalet liskisi”, A.Ü.S.B.F. Dergisi, 62(1), 253-278.