Abstract:

Purpose - This study aims to study the mediation role of organizational justice in the influence of ethical leadership on the organizational culture. It has been noticed that every decision taken in the organization, each method applied, affects the employee’s behavior and in this context strengthens the employees’ perception of justice in the organization. It is also believed that a strong organizational perception of justice, which suggests a sufficient environment of accuracy, honesty, respect and justice in, will be effective in the development of the organizational culture. While these triple indirect relationships have become important in the context of sustainability for today’s organizations, the levels of influence and significance of each other have been curious. Method - Conya or 3 with a simple random sample method within the research framework. The survey was carried out to 348 employees in 13 companies located in the Organized Industrial Area. The data obtained by the survey method was studied using the SPSS 24.00 Program, with the hierarchical regression analysis on the sti of the research-related hypotheses. The findings - Based on the Baron and Kenny (1986) method, the findings found that ethical leadership was the full intermediate role of organizational justice in the influence of organizational culture. The foundations found that ethical leadership behaviors had a positive impact on the organizational culture and the organizational culture on organizational justice. Discussions - along with ethical leadership, the organizational culture, which consists of characteristics that show the behavior and business of the organization and regulate their relations with its surroundings, affects the organizational justice, which consists of processes of fair behavior and assessment in relation to administrative decision making and implementation. In all dimensions of the work life, it is important that the meanings that employees in organizations put on to their practice of leadership behavior are in accordance with organizational justice for achieving collective goals. In addition to this conclusion, it will be beneficial to compare this study by applying it to more people in different industrial areas and sectors in more enterprises.

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