Araştırmada, örgütsel adalet algısı ve örgütsel sessizliğin, iş tatmini ve işten ayrılma niyeti üzerindeki etkisinin belirlenmesi ve bu değişkenler arasındaki ilişkinin ortaya koyulması amaçlanmıştır. Araştırma kullanılan anket kamu ve özel sektörde faaliyet gösteren firmalarda çalışan 363 kişi üzerinde gerçekleştirilmiştir. Anketler elektronik olarak toplanmıştır. Araştırmada örneklem seçiminde kolayda örnekleme yöntemi kullanılmıştır. Verilerin analizi SPSS 23 ve AMOS 23 programları ile yapılmıştır. Verilerin analizinde, “Betimleyici İstatistikler”, “Doğrulayıcı Faktör Analizi” ve “Yapısal Eşitlik Modeli” kullanılmıştır. Bulgulara göre; örgütsel adaletin dağıtımsal, işlemsel, etkileşimsel alt boyutları ile iş tatmini ve işten ayrılma niyeti arasında anlamlı bir ilişki tespit edilmiştir. Örgütsel sessizliğin uzlaşmacı ve savunmacı alt boyutları ile iş tatmini ve işten ayrılma niyeti arasında anlamlı ilişki tespit edilirken, uysal boyutu ile iş tatmini ve işten ayrılma niyeti arasında anlamlı bir ilişki tespit edilememiştir.
The study aims to identify the organizational perception of justice and the impact of organizational silence on work satisfaction and the intention to leave the job and to reveal the relationship between these variables. The survey was conducted on 363 people working in public and private sector companies. Questions are collected electronically. The method of sampling was easily used in the selection of sampling. The data is analyzed using SPSS 23 and AMOS 23. In the analysis of the data, the "Statisticians of Conducting", "Analysis of Conducting Factor" and "Model of Construction Equality" were used. The findings show that there is a meaningful relationship between the distribution, processing, interactive subdimensions of organizational justice and the job satisfaction and the intention to leave the job. While there is a meaningful relationship between the consensus and defence subdimensions of organizational silence and the job satisfaction and the intention to leave the job, there is no meaningful relationship between the consensus and the job satisfaction and the intention to leave the job.
The aim of this research is to determine the effects of organizational justice and organizational silence perception on job satisfaction and employees’ intention to leave their jobs, and to determine the relationship between these variables. In the research, questionnaires were conducted on 363 people working in public and private sectors. Convenience sampling method was used in sampling selection process. The data was analyzed with SPSS 23 and AMOS 23. ‘’Descriptive Statistics’’, ‘’Confirmatory Factor Analysis’’ and ‘’Structural Equation Modeling’’ were used to analyze the data. According to the findings, it was found that there are significant relationships between the distributive, procedural and interpersonal sub dimensions of organizational justice and job satisfaction and the intention to leave. While significant relationships was found among pro-social and defensive sub dimensions of organizational silence and job satisfaction and the intention to leave, there was no significant relationship between the acquiescent dimension and job satisfaction and the intention to leave.
Field : Sosyal, Beşeri ve İdari Bilimler
Journal Type : Uluslararası
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