Abstract:

The aim of the study is to study the effects of organizational justice, organizational confidence perceptions on the organizational commitment behaviors of employees in IMB Sports Istanbul. The sample of the study was made by 54.9 percent (n:225) male and 45.1 percent (n:185) female staff selected using the random selection method in 40 sports facilities connected to IMB Sport Istanbul. Organizational justice developed by Niehoff and Moorman as a data collection tool in the research; trust in the manager developed by Hoy and Tschannen-Moran; trust in the organization developed by Daboval, Comish, Swindle and Gaster; and organizational commitment scales developed by Allen, Meyer and Smith. Variables are tested with factor analysis, correlation analysis and structural equality model-party smallest squares. The study found that there was a positive and meaningful relationship between organizational justice and organizational confidence perceptions and organizational commitment behavior. As a result of the road analysis, there was a positive and meaningful relationship between distribution justice and emotional commitment, between trust in the manager and normative commitment, between trust in the organization and emotional commitment, and finally between trust in the organization and normative commitment. As a result, it can be said that employees’ high organizational confidence and organizational justice perceptions will lead to an increase in organizational commitment.

Abstract:

The aim of this study is to examine the effects of the perception of organizational justice and organizational trust on the organizational commitment behaviours of employees of IMM Spor İstanbul. The sample of the study was 54.9% male (n:225) and 45.1% female (n:185) employees working in sports facilities of IMM Spor İstanbul who were randomly selected from 40 sports facilities. In the research, the organizational justice scale is developed by Niehoff and Moorman; the perception of trust in supervisor scale is developed by Hoy and Tschannen-Moran; the perception of trust in organizational scale is developed by Daboval, Comish, Swindle and Gaster and the organizational commitment scale is developed by Allen Meyer and Smith. The relationship is tested with factor analysis, correlation analysis and SEM Partial Least Squares. The results show that organizational justice and organizational trust are positive and have a high relationship with organizational commitment. As a result of the path analysis, there was significant relationship between distributive justice and affective commitment, supervisor trust and normative commitment, organizational trust and affective commitment, and organizational trust and normative commitment. In conclusion, it can be reported that employees’ high organizational trust and organizational justice perceptions result in an increased organizational commitment. 

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