Abstract:

Employers develop different job attitudes in their work lives, in response to their institutions’ policies and practices. The organizational cynism, which is one of these attitudes, can also arise in the presence of fair, honest, correct and indirect policies, principles and practices in institutions. The main objective of the study is to study the relationship between the organizational justice perceptions of employees and the organizational sinism attitudes and the regulatory effect of the power distance in this relationship. To this goal, the data was collected with a survey question form from 255 employers from various institutions in the banking sector. Relationships between variables have been analyzed by structural equality modeling. The results of the study showed that distribution justice has a negative impact on sensual and behavioral sinism, interaction justice has a negative impact on cognitive and sensual sinism, power distance has a regulatory effect on the relationship between distribution justice and behavioral sinism and interaction justice and behavioral sinism, and that procedural justice has a regulatory effect on the relationship between distribution justice and cognitive sinism and interaction justice and cognitive sinism.

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