Erol TURAN, Yavuz DEMİREL, Sefa ÇETİN, Derya DENGEL

Örgütsel Adaletin İşten Ayrılma Niyeti Üzerine Etkisi: Özel Sektör Çalışanlarına Yönelik Bir Araştırma

Bu çalışmanın temel amacı, çalışanların örgütsel adalet algıları ile işten ayrılma niyetleri arasında ilişki olup olmadığının tespitine yöneliktir. Bu amaç doğrultusunda gerçekleştirilen alan çalışmasında Kastamonu ilinde faaliyet gösteren firmalardan kolayda örnek yöntemiyle seçilen 150 özel sektör çalışanı örneklem kapsamına alınmıştır. Çalışmada örgütsel adalet ve işten ayrılma niyetinin ortaya konulması amacıyla frekans, yüzde, faktör, güvenirlik ve geçerlilik analizlerinden yararlanılmıştır. Araştırma dahilinde; çalışanların örgütsel adalet algıları ile işten ayrılma niyetleri arasındaki etkiyi incelemek amacıyla Regresyon analizi, örgütsel adaletin alt boyutları olan işlem, dağıtım ve etkileşim boyutlarının işten ayrılma niyeti ile olan ilişkisini irdelemek amacıyla ise Korelasyon analizi yapılmıştır. Analizler ile ulaşılan bulgular sonucunda, çalışanların örgütsel adalet algıları ile işten ayrılma niyetleri arasında pozitif yönlü ve anlamlı bir ilişki olduğu sonucuna ulaşılmıştır. Bu bağlamda örgütsel adalet algısı boyutlarının çalışanların işten ayrılma niyetlerini artırdığı sonucuna ulaşılmıştır.

The Effect on the Leave of Employment Intention of the Organizational Justice: A Research Oriented to the Private Sector Employees

The main purpose of this study is to determine whether there is a relationship between employee perceptions of organizational justice and intentions to leave work. In this field study, 150 private sector employees selected by sample method easily from firms operating in Kastamonu province were included in the sample. Frequency, percentage, factor, reliability and validity analyzes were used in order to reveal organizational justice and intention to leave work. Within the research; Regression analysis was used to examine the effect of employees' perceptions of organizational justice and intention to leave work, and Correlation analysis was conducted to investigate the relationship between process, distribution, and interaction dimensions of organizational justice. As a result of the findings obtained with the analysis, it was concluded that there is a positive and meaningful relationship between employees' perceptions of organizational justice and intention to leave work. In this context, the dimensions of organizational justice perception are the result of the intentions of employees to leave work.

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