ÖRGÜTSEL ADALETİN ÖRGÜTSEL BAĞLILIK ÜZERİNE ETKİLERİ: KAMU HASTANESİNDE BİR UYGULAMA

Örgütlerde yöneticilerin adil bir çalışma ortamı oluşturması, işgörenlerin kuruma olan bağlılıklarının güçlenmesinde önemli rol oynamaktadır. Bu çalışma, sağlık sektöründe örgütsel adalet ve örgütsel bağlılık ilişkisini alt boyutlar çerçevesinde inceleyerek alan yazına ve sektöre katkı sağlamayı amaçlamaktadır. Araştırmanın örneklemini İstanbul’da faaliyet gösteren bir kamu hastanesinin geçici kadroda çalışan işgörenleri oluşturmakla birlikte, veri toplama aracı olarak Likert ölçeğine göre hazırlanan anket formları kullanılmıştır. Örgütsel adalet, çalışanların iş yeri hakkındaki bütüncül adalet algısıdır ve dağıtım adaleti, işlem adaleti ve etkileşim adaleti olmak üzere üç bileşenden oluşmaktadır (Robbins & Judge, 2013: 223). Örgütsel bağlılık, bireysel istek, amaç ve değerlere katkıda bulunan, onların gerçekleşmesine uygun ortam oluşturan, örgütsel amaçlara bağlılık hatta sadakatle hizmet etme, örgüt lehine özverili davranma, kendini örgüte adama tutum ve duyguları olarak tanımlanmaktadır (Eren, 2012: 555). Örgütsel adalet için Niehoff & Moorman’ın (1993), örgütsel bağlılık için ise, Allen & Meyer’in (1990) yılında geliştirdikleri ölçekler kullanılmıştır. Her iki değişken de üçer alt boyuttan oluşmaktadır. Elde edilen anket verileri, IBM SPSS ve AMOS programları kullanılarak istatistiki testlerle değerlendirilmiş ve güvenilirgeçerli sonuçlara ulaşılmıştır. Araştırma modeli yapısal eşitlik modellemesiyle test edilmiştir. Uygulanan analizler neticesinde dağıtım adaleti ile normatif bağlılık, işlem adaleti ile devam bağlılığı ve etkileşim adaleti ile duygusal bağlılık arasında pozitif yönde anlamlı bir ilişki olduğu tespit edilmiştir.

THE EFFECTS OF ORGANIZATIONAL JUSTICE ON ORGANIZATIONAL COMMITMENT: A STUDY IN A PUBLIC HOSPITAL

The establishment of a fair working environment by the managers in organizations plays an important role in strengthening the loyalty of the employees to the organization. This study aims to contribute to the literature and the sector by examining the relationship between organizational justice and organizational commitment in the medical sector within the framework of sub-dimensions. The sample of the study consisted of employees in temporary staff in a public hospital, operating in Istanbul, and questionnaires prepared with Likert scale were used as data collection tools. Organizational justice is “an overall perception of what is fair in the workplace” and “composed of distributive, procedural, and interactional justice” (Robbins & Judge, 2013: 223). Organizational commitment is defined as attitudes and emotions that contribute to individual aspirations, goals and values, create a suitable environment for their realization, adherence to organizational goals, even serve with loyalty, act devoted in favor of the organization, and dedicate themselves to the organization (Eren, 2012: 555). Organizational justice was measured using the scale developed by Niehoff & Moorman (1993) and organizational commitment was measured using the scale developed by Allen & Meyer (1990). Both variables consist of three sub-dimensions. The obtained data through questionnaries were evaluated with statistical tests using IBM SPSS and AMOS programs and reliable-valid results were obtained. The research model was tested with structural equation modelling. As a result of the analyzes performed, it was found that there is a positive significant relationship between distribution justice and normative commitment, procedural justice and continuance commitment, and interactional justice and affective commitment.

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