Çalışanların İşten Ayrılma Niyetleri Üzerindeki Ulusal Kültürün Etkisinde Yöneticilerin Örgütsel Adalet Anlayışlarının Aracılık Rolü

Amaç – Bu çalışmada ulusal kültür ile örgütsel adalet ve işten ayrılma niyeti arasındaki ilişkiler incelenmektedir. Bu noktada araştırmada örgütsel adaletin aracılık rolü ele alınmıştır. Yöntem: Bir kamu kurumunun merkez ve Ankara Bölge Müdürlüğü’ne bağlı birimlerinde çalışan, alan araştırması deseni seçilerek kolayda örneklemeye gidilen, anket aracılığıyla ulaşılan 642 kişilik katılımcı bu araştırmanın örneklemidir. Bulgular – Yapısal eşitlik modeli kurularak AMOS 24 istatistiki paket programı yardımıyla yapılan yol analizinde, ulusal kültür ile işten ayrılma niyeti arasındaki ilişkide örgütsel adaletin tam aracılık etkisinin olduğu saptanmıştır. Bir başka deyişle ulusal kültürün işten ayrılma niyetine doğrudan bir etkisi bulunmazken, örgütsel adalet aracılık rolüyle işten ayrılma niyetini dolaylı olarak etkilemektedir. Yani örgütsel adaletin aracılık etkisiyle ulusal kültürdeki dolaylı güçlenme oranı işten ayrılma niyetini azaltmaktadır. Örgütsel adaletin aracılık rolünün anlamlılığı bootstrapping metoduyla elde edilen sonuçlarla da desteklenmiştir. Ayrıca örgütsel adalet ile işten ayrılma niyeti arasında negatif bir ilişki saptanmıştır. Yani örgütsel adaletteki bir birimlik artış oranı, işten ayrılma niyetini azaltmaktadır. Tartışma – Araştırma sonucu elde edilen bulgular, örgüt kültürü ile çalışanların işten ayrılma niyetleri arasındaki ilişkiyle ilgili yapılan çalışmalarda tamamen farklılaşırken; örgüt kültürüyle yöneticilerin örgütsel adalet anlayışları ve yöneticilerin örgütsel adalet anlayışlarıyla çalışanların işten ayrılma niyetleri arasındaki ilişkilerle ilgili literatürde yapılan çalışmalarla genel olarak uyuşmaktadır. Buradan hareketle bu araştırmanın işgören devir oranlarını azaltmada, liderlik, koçluk nitelikleri ile örgütsel adalet algılarının gelişimi yoluyla etkin insan kaynakları yönetimi yönünden hem yöneticilere hem de literatüre katkı sunabileceği düşünülmektedir.

The Mediating Role of Managers’ Understanding of Organisational Justice in The Impact of National Culture on Employees’ Intentions to Leave

Purpose: In this study, the relations are investigated between the national culture, organisational justice and intention to leave employment. At this point, the mediating role of organisational justice has been considered. Design/methodology/approach – The participants consisting of 642 people reached at through survey that work in the Center of a public institution and in the units belonging to Ankara Regional Directorate and by whom the area research figure was drawn and exemplification was performed are the sample of this research. Findings: It has been determined in the path analysis carried out by means of AMOS 24 statistical packet program founding the structural equation model that the organisational justice has got a full mediating effect at the relation between the national culture and intention to leave employment. In other words, national culture hasn’t got a direct effect on the intention to leave employment, but the organisational justice effects the intention to leave employment directly by the mediating role. That is t o s ay, t he i ndirect refreshment rate in the national culture decreases the intention to leave employment by the effect of the mediating effect of organisational justice. The significance of the mediating role of organisational justice is also supported by results obtained by the bootstrapping method. In addition, a negative relation has been detected between the organisational justice and the intention to leave employment. It means that a unit refreshment rate at the organisational justice decreases the intention to leave employment. Discussion: While the findings obtained at the end of the research differentiate completely at the studies performed on the relation between the organisational culture and the employees’ intention to leave employment, the studies carried out in the literature concerned compromise in general with the relations between the organisational culture, the organisational justice comprehension of the administrators and the employees’ intention to leave employment. Thus, it is thought that leadership can contribute at decreasing this research’s workman rate of turnover in terms of effective human resources through coaching qualifications and development of the organisational justice.

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