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Araştırmanın amacı, Türkiye’de fiilen çalışmakta olan hemşirelerin örgütsel adalet algılarının, intikam ve affetme davranışları ile ilişkilendirilmesi ve bu ilişkinin iki model yardımıyla betimlenmesidir. Araştırma ilişkisel tarama modelinde tasarlanmıştır. Çalışmanın evrenini Türkiye genelinde çalışmakta olan hemşireler oluşturmaktadır. Çalışmada ise 411 hemşireye ulaşılmıştır. Verilerin toplanması 30 Ekim 2017-30 Haziran 2018 tarihleri arasını kapsamaktadır. Verilerin analizinde SPSS ve LISREL programlarından yararlanılmıştır. Yüzde, ortalama, standart sapma, t testi ve ANOVA testi yapılmıştır. Örgütsel adaletin amirlerle ilişkiler boyutu ve çalışanlarla ilişkiler boyutunun intikam ve affetme davranışlarını etkilemesi üzerine iki model tasarlanmıştır. Tasarlanan bu modeller ise Yapısal Eşitlik Modellemesi (YEM) analizi ile doğrulanmıştır. Ortalama değerleri hemşirelerin cinsiyete göre intikam davranışı medeni durum ve yaşa göre affetme davranışı tecrübe yılına göre intikam ve affetme çalışılan birim değişkenine göre toplam örgütsel adalet ve alt boyutları arasında anlamlı düzeyde fark çıkmıştır (p<0,05). YEM yol şemaları ve elde edilen regresyon değerlerine göre örgütsel adalet/amirlerle ilişki, affetme davranışını pozitif yönde %19 oranında etkilerken (R2=0,19) intikam davranışını negatif yönde %13 oranında etkilediği (R2=0,13) örgütsel adalet/çalışanlarla ilişki durumu affetme davranışını pozitif yönde %16 oranında etkilerken (R2 = 0,16), intikam davranışını negatif yönde %25 oranında etkilediği (R2= 0,25) sonucuna ulaşılmıştır. Bulgulara göre tasarlanan iki model de doğrulanmaktadır.
The purpose of the study is to associate the organizational perceptions of justice of nurses who are actually working in Turkey with the behavior of revenge and forgiveness and to describe this relationship with the help of two models. The research is designed in the relational scanning model. The universe of work is formed by nurses working throughout Turkey. The study included 411 nurses. The data collection covers the dates between 30 October 2017 and 30 June 2018. The analysis of the data has been used by SPSS and LISREL programs. The percentage, average, standard deviation, t test and ANOVA test were performed. Two models of organizational justice are designed on the size of the relationships with the directors and the size of the relationships with the employees affect the behavior of revenge and forgiveness. These models are designed and verified by the structural equality modeling (YEM) analysis. The average values are the behavior of the nurses of revenge according to gender; the behavior of forgiveness according to civic status and age; the revenge and forgiveness according to the year of experience; the variable of the unit studied has made a significant difference between the overall organizational justice and the subdimensions (p<0,05). According to the YEM path schemes and the achieved regression values, the relationship with organizational justice/amers affects the forgiveness behavior by 19% in a positive direction (R2=0.19); the forgiveness behavior by 13% in a negative direction (R2=0.13); the relationship with organizational justice/workers affects the forgiveness behavior by 16% in a positive direction (R2=0.16), the forgiveness behavior by 25% in a negative direction (R2=0.25). According to the findings, two models are also verified.
Research, nurses actually working with perceptions of organizational justice in Turkey, revenge and forgiveness to be associated with behavior and this relationship is designed to be depicted with the help of two models. The study was designed as a relational screening model. The population of the study consist of nurses working in the hospitals of Turkey. In this study, 411 nurses were included. The data collection covers the period between October 30, 2017 and June 30, 2018. The analyses of data was performed in SPSS programme via persentage, mean, standart deviation, t-test and ANOVA test. Confirmatory Factor Analyses (CFA) and Structural Equation Modelling (SEM) were performed by LISREL programme. Two models were designed on the effect of organizational justice dimension of relations with superiors and dimension of relations with employees on revenge and forgiveness. These designed models were confirmed with SEM. The mean values of the nurses' revenge behavior according to gender; forgiveness behavior according to marital status and age; revenge and forgiveness by years of experience; there was a significant difference between total organizational justice and sub-dimensions according to the unit variable studied (p <0.05). According to SEM path diagrams and the obtained regression values, organizational justice / relationship with superiors positively affected forgiveness behavior by 19% (R2 = 0.19); it affected the revenge behavior negatively by 13% (R2 = 0.13); It was concluded that organizational justice / relationship with employees positively affected forgiveness behavior by 16% (R2 = 0.16), while negatively affecting revenge behavior by 25% (R2 = 0.25). Both models designed according to the findings are confirmed.
Alan : Sosyal, Beşeri ve İdari Bilimler
Dergi Türü : Uluslararası
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