Abstract:

It is very important that employees show positive attitudes and behaviors in order for organizations to be successful. Justice and sinism in organizations are important determinants in the positive attitude and behavior of workers. Organizational justice represents the employee’s perception of how fair the organization is treating its employees. Organizational sinism is related to the negative feelings, attitudes and behaviors the employee develops against the organization. The aim of this research is to reveal the relationship between the levels of organizational justice and organizational sinism of the administrative staff in the university. The data of the study were provided by the survey method of 102 administrative staff working at the Hakkari University. Before the analysis, the factor analysis was done to determine the sizes of the scales, and then the structure validity was tested by the factor analysis. When the scale average was studied, it was found that both organizational justice and organizational sinism levels of employees were close to the middle level. Correlation analysis was conducted in the study to identify the relationships between scales. The correlation analysis found that organizational justice and subdimensions showed negative relationships with organizational sinism. Regression analysis has been applied to test the research hypotheses. According to the first model established to measure the impact of organizational justice on organizational sinism, organizational justice has been shown to have a negative impact on organizational sinism. According to the second model established to measure the impact of organizational justice dimensions on organizational sinism, distributed and processional justice has no meaningful impact on organizational sinism, while interactive justice has a negative impact on organizational sinism.

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