İş performansının artırılmasında prosedür adaleti, dağıtım adaleti, etkileşim adaleti ve içsel motivasyonun rolü

Çalışan performansı organizasyonların üzerinde durması gereken önemli bir konudur. Çalışan performansını etkileyen faktörlerden birisi de örgütsel adalettir. Bu araştırmada örgütsel adalet faktörlerinin (Prosedür, dağıtım ve etkileşim adaleti) çalışan performansı üzerindeki etkisi incelenirken aynı zamanda çalışanların örgütsel adaletin içsel motivasyonu üzerindeki etkileri ile içsel motivasyonun iş performansı üzerindeki etkileri de araştırılmıştır. Bu kapsamda değişkenler arasındaki ilişkiler yapısal eşitlik modeli yardımıyla incelenmiştir. Yapılan analizler sonucunda prosedür adaletinin iş performansını dağıtım adaletinin de içsel motivasyonu pozitif ve anlamlı olarak etkilediği, etkileşim adaletini iş performansını anlamlı ancak negatif olarak etkilediği belirlenmiştir. İçsel motivasyonun iş performansı üzerinde anlamlı bir etkisi tespit edilememiştir. Modelin uyum indeksleri incelendiğinde modelin kabul edilebilir bir model olduğu belirlenmiştir.

The role of procedural justice, distributive justice, interactional justice and instrinsic motivation on increasing job performance

Employee performance is a point on which the organization should lay emphasis. One of the factors which affect the employee performance is the organizational justice. In this studythe effects of organizational justice (procedure, distribution and interaction) on the employee performance is studied together with the effects of organizational justice of the employees on the intrinsic motivation and the effects of intrinsic motivation on job performance. The relation between the variables is analysed by means of structural equation model within this framework. As a result of analyses it is found that procedural justice has a positive and significant effect on job performance and likewise distributive justice has a positive and significant effect on the intrinsic motivation. Meanwhile interactional justice has a siginificant but negative effect on job performance. Another result is that the intrinsic motivation does not have any significant effect on job performance. When the indexes of the model is studied, it is determined that the model can be considered as an acceptable model.

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Savunma Bilimleri Dergisi-Cover
  • ISSN: 1303-6831
  • Yayın Aralığı: Yılda 2 Sayı
  • Başlangıç: 2002
  • Yayıncı: Milli Savunma Üniversitesi Alparslan Savunma Bilimleri ve Millî Güvenlik Enstitüsü