Abstract:

In the changing and developing world climate, globalization has become imperious. In order to provide a sustainable competitive advantage, organizaitons appeal serious revision in working and process with this changing. In order to reach aims and objectives, organizations consider something as a threat that personnel take a negative attitude and they feel loyalty weakly. In this context, to improve working environment is one of the duties of organizations. Judicial system which will be procure in organizations can enable commitment of personnel and prevent reacting staying silent one of the negative attitudes found out by them. The purpose of this study is to determine to the effect of organizational justice on organizational silence and organizational commitment. In this study, first of all, with their extents, organizaitonal justice, organizatioanl silence and organizational commitment are tried to clarified. In this sense, a A survey-based research has been conducted on the employees of the machinery production factory operating in Kayseri. In this article, first of all, the conceptual analysis of organizational justice, organizational silence and organizational commitment variables is given. Then, information was given about the demographic information of the employees who answered the survey items, and descriptive statistics about the people in question were included. The gender, marital status, age, education level and working time of the respondents were determined as demographic variables. After the correlation analysis to test the relationship between the variables, the effect level between the variables and regression analyzes were tested. In the light of the findings obtained from the research, it was observed that all dimensions of organizational justice (distributive, procedural and interactional) had a negative relationship with organizational silence and a positive relationship with organizational commitment. This study was carried out in Kayseri and an organization operating in the production sector. Any work that will be carried out in different sectors, as well as in cities and regions with different cultural structures, addressing the same issues may produce different results. However, instead of the variables in this study, it is thought that dealing with organizational behavior issues such as burnout, motivation, work dedication and organizational satisfaction as variables will contribute to the literature.

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