Örgütsel Adaletin İş Tatmini ve İşten Ayrılma Niyetine Etkisinde Örgütsel Güvenin Aracı Rolü: Kamu Sektöründe Bir Araştırma

Bu çalışmada örgütsel adalet (ÖA), örgütsel güven (ÖG), iş tatmini (İŞT) ve işten ayrılma niyeti (İAN)değişkenleri arasındaki ilişkilerin incelenmesi amaçlanmıştır. Bu amaçla Ankara’da bir kamu kurumundagörev yapan 365 çalışanın katılımıyla ampirik bir araştırma gerçekleştirilmiştir. Analizlerde önceliklekullanılan ölçekler, geçerlilik ve güvenilirlik boyutlarıyla ele alınmıştır. Sonrasında ise korelasyon veregresyon analizleri ilişkilerin varlığı ve hipotezlerin testi amacıyla uygulanmıştır. Korelasyon analizbulguları, örgütsel adalet, örgütsel güven ve iş tatmini arasında pozitif yönde anlamlı bir ilişkiyi ortayakoymuştur. Bununla birlikte analizler, örgütsel adalet ve örgütsel güvenin, işten ayrılma niyeti ile arasındanegatif yönlü anlamlı ilişkisini ortaya koymuştur. Regresyon analiz sonuçları, örgütsel adalet ve örgütselgüvenin hem iş tatmini, hem de işten ayrılma niyeti üzerinde anlamlı etkilerinin olduğunu göstermiştir.Aracı etkisini ortaya koymak amacıyla Baron ve Kenny tarafından geliştirilen dört aşamalı prosedürleruygulanmıştır. Elde edilen bulgular, örgütsel adaletin, iş tatmini ve işten ayrılma niyeti değişkenlerineetkisinde örgütsel güvenin kısmi aracı etkisi olduğunu göstermiştir.

Organizational Justice, Organizational Trust, Job Satisfaction, and Intention to Leave Relationship: A Research on Public Servants

In this study, it is aimed to show the effect organizational justice (OJ) and organizational trust (OT) on job satisfaction (JS) and turnover intention (TI). A quantitative research was employed on 365 public employees in Ankara. The reliability and validity of the measurement instruments are primarily tested before. Correlation and series of regression analyses are applied for investigating relationships and testing research hypotheses. According to the correlation analysis, there is a significant positive correlation between organizational justice, organizational trust, and job satisfaction. In addition to this, organizational justice and organizational trust have a significant negative relationship with turnover intention. As a result of regression analysis, organizational justice and organizational trust have a meaningful effect on job satisfaction and turnover intention. Baron and Kenny’s four step procedures are employed in order to test mediation effect. Research findings show that the effect of organizational justice is partially mediated by organizational trust on job satisfaction and turnover intention variables.

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