Özet:

The importance of the effect of the organizational climate, which reveals the cognitive interpretation of the organizations by the employees, on the personal experiences of the employees and therefore on their individual outputs has been emphasized frequently. With this study, it is aimed to comprehensively evaluate with empirical data within the framework of social exchange theory, which suggests that the organization can provide the expected contribution to the organization to the extent that it supports the psychological needs of the employees. In this context, the effects of ethical, justice and competition climates in organizations on employees' engagement to work and organization is examined. Research data were obtained from the participants with the guided sampling method, which is one of the quantitative research methods. The sample consists of 833 participants from various sectors and positions. According to the findings of the study, the justice climate is effective on employee commitment in terms of both procedural justice and distributive justice, while the benevolence of ethical climate dimensions has a significant effect on employee engagement, while statistically significant results were not obtained for other dimensions. In addition, the results regarding the competitive climate are statistically insignificant. In the study, it is observed that climate types have similar effects in terms of both employee and organizational engagement. The findings of the study reveal that, in parallel with the social exchange theory, employees' engagement to the job and the organization will increase within the framework of the justice and supportive environment expected in the organization, and therefore in appropriate climates, the employees will be willing to make efforts for the organization.