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Örgütlerde sabotaj davranışları çalışanların örgütlerin amaçlarına ulaşmasına engel olan olumsuz davranışlardır. Bu davranış örgütün üyelerine ve maddi kaynaklarına zarar vermeyi amaçlamaktadır. Örgütsel adalet ise çalışanların örgütün uygulamalarına ilişkin adalet algılamalarını ifade etmektedir. Bu çalışmanın amacı, algılanan örgütsel adaletin örgütsel sabotaj davranışı üzerinde etkisi olup olmadığını tespit etmektir. Bu amaçtan hareketle Niehoff ve Moorman (1993) tarafından geliştirilmiş olan “Algılanan Örgütsel Adalet Ölçeği” ve “Altıntaş (2009) tarafından geliştirilmiş olan “Algılanan Örgütsel Sabotaj Ölçeği” kullanılarak anket formu oluşturulmuştur. Hazırlanan form ile Niğde’de istihdam edilmiş 432 mavi yakalı çalışandan veri toplanmıştır. Toplanan veriler frekans, güvenilirlik, korelasyon ve regresyon analizine tabi tutulmuştur. Yapılan regresyon analizi sonucunda algılanan örgütsel adaletin örgütsel sabotaj üzerinde etkisi (R2=,402) olduğu tespit edilmiştir.
Sabotage behaviors in organizations are negative behaviors of employees who prevent from achieving organization’s goals. This behavior aims to harm the members and material resources of the organization. Organizational justice explains to the perceptions of employees about the practices of organization. The aim of this study is to determine whether the perceived organizational justice has effect on organizational sabotage behavior. For this purpose, the questionnaire was formed using 'Perceived Organizational Justice Scale' developed by Niehoff and Moorman (1993) and the 'Perceived Organizational Sabotage Scale' developed by Altıntaş (2009). With the prepared form, data were collected from 432 blue-collar employees working in Nizhny Novgorod. The collected data were subjected to frequency, reliability, correlation and regression analysis. As a result of regression analysis performed, it was determined that the effect of perceived organizational justice on organizational sabotage (R2=,402)
Sabotage behaviors in organizations are negative behaviors of employees who prevent from achieving organization's goals. This behavior aims to harm the members and material resources of organization. Organizational justice explains to perceptions of employees about practices of organization. The aim of this study is to determine whether the perceived organizational justice has effect on organizational sabotage behavior. For this purpose, questionnaire was formed using ‘Perceived Organizational Justice Scale’ developed by Niehoff and Moorman (1993) and the ‘Perceived Organizational Sabotage Scale’ developed by Altıntaş (2009). With the prepared form, data were collected from 432 blue-collar employees working in Niğde. The collected data were subjected to frequency, reliability, correlation and regression analysis. As a result of regression analysis performed, it was determined that the effect of perceived organizational justice on organizational sabotage (R2=,402)
Alan : Sosyal, Beşeri ve İdari Bilimler
Dergi Türü : Uluslararası
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