Örgütsel adaletin yönetici-çalışan ilişkileri üzerine etkisi: Farklı sektör çalışanlarına yönelik bir araştırma

Bu çalışmanın temel amacı, örgütsel adaletin, yönetici-çalışan ilişkileri üzerine olan etkisini tespit etmektir. Çalışmanın amaç ve doğrultusunda geliştirilen hipotezleri test etmek amacıyla elektrik ve elektronik yedek parça sanayinde, yapı malzemeleri ve gıda sektöründe faaliyet gösteren üç işletmede 212 çalışan üzerinde yüz yüze görüşme yöntemiyle anket yapılmıştır. Ankette örgütsel adalet üç temel boyutla (dağıtımsal adalet, etkileşim adalet ve prosedürel adalet) ele alınırken yönetici çalışan ilişkileri bir başlık altında ele alınmıştır. Değerlendirilen 212 anket için güvenilirlik ve geçerlilik analizleri yapılmıştır. Geçerlilik ve güvenirlik analizinden sonra, Pearson Korelâsyon ve regresyon analizi ile araştırmanın hipotezlerini test edilmiştir. Elde edilen sonuçlara göre etkileşim adaleti ile yönetici-çalışan ilişkileri arasında pozitif yönde güçlü bir ilişkinin (r: ,742) olduğu ve örgütsel adaletin yönetici-çalışan ilişkilerini olumlu etkilediği görülmüştür.

The basic purpose of this study is to determine the effects of the organizational justice on the relationships between manager and employees. In order to test the hypotheses developed in line with the study and its purposes, face-to-face interviews were conducted with 212 employees in three companies active in the electricity and electronic spare part industry and in the sectors of construction materials and nutrition. In the questionnaire, justice was handled under three dimensions (distributional justice, interactive justice and procedural justice); manager-employee relationships were handled under a title. Reliabilty and validity analyses were carried out for the 212 questionnaires evaluated. After the reliabilty and validity analyses, the hypotheses of the study were tested through Pearson Correlation and regression analyses. According to the results, it has been seen that there is a positive strong correlation (r: ,742) between the interactive justice and the manager-employee relationships and that the organizational justice affects the manager-employee relationships positively.

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