SavedAdd your journal

Journals / Çankırı Karatekin Üniversitesi Sosyal Bilimler Enstitüsü Dergisi / 2016 / Cilt: 7 - Sayı: 1

A FieldResearch on the Investigation of Organizational Justice Expectations of Non-participation in the Labor Force

İşgücüne Dâhil Olmayanların Örgütsel Adalet Beklentilerinin İncelenmesi Üzerine Ampirik Bir Saha Araştırması

Emre SEZİCİ
Hakan KARA
Pages
139–164
Publication Date
2016-12-01
DOI
—
🏛️Bibliographic metadata and full text access for this article are provided via DergiPark.
DergiPark Record ↗
✨

AI Summary & Key Takeaways

AI Insight
⚡ TL;DR(Too Long; Didn't Read)

According to the results, it was found that there was significant difference among the groups in the organizational justice expectations.

📌 3 Key Takeaways

🎯
Objective & Hypothesis:In this study, willingness to work and to have lost the ability to form job search motivation of people (not to be involved in the labor force), organizational justice expectations were investigated.
📊
Key Findings & Data:In this context, residing in Kütahya central district and is not included in the labor force (seasonal workers, housewives, students, retired, no hope of finding a job) has been analyzing the data collected from declaring 309 people.
💡
Conclusion & Impact:According to the results, it was found that there was significant difference among the groups in the organizational justice expectations.
🔬Design:Research Article
📍Scope:Comprehensive Sample
⚙️Variables:Not to be Involved in the Labor Force · Organizational · Justice Perception

Abstract

In this study, willingness to work and to have lost the ability to form job search motivation of people (not to be involved in the labor force), organizational justice expectations were investigated. In this context, residing in Kütahya central district and is not included in the labor force (seasonal workers, housewives, students, retired, no hope of finding a job) has been analyzing the data collected from declaring 309 people. According to the results, it was found that there was significant difference among the groups in the organizational justice expectations.

Özet

Bu çalışmada, çalışma isteği ve kabiliyetine sahip olduğu halde iş arama motivasyonunu kaybetmiş bireylerin (işgücüne dâhil olmayanların), örgütsel adalet beklentileri incelenmiştir. Bu kapsamda, Kütahya merkez ilçesinde ikamet etmekte olan ve işgücüne dâhil olmadığını (mevsimlik çalışan, ev hanımı, öğrenci, emekli, iş bulma ümidi olmayan) beyan eden 309 kişiden toplanan verilerle analiz gerçekleştirilmiştir. Araştırma sonucunda işgücüne dâhil olmayanları oluşturan gruplar arasında örgütsel adalet beklentilerinin anlamlı düzeyde birbirinden farklılaştıkları tespit edilmiştir.

🔖

Cite This Article

SEZİCİ, E., KARA, H. (2016). A FieldResearch on the Investigation of Organizational Justice Expectations of Non-participation in the Labor Force. Çankırı Karatekin Üniversitesi Sosyal Bilimler Enstitüsü Dergisi, Cilt: 7 - Sayı: 1, 139–164. https://ajindex.com/articles/127774

📄 Full Text PDF Viewer

📄

PDF görüntüleyici hazırlanıyor...

References (15)

  1. Acar, G. (2011). Okul Yöneticilerinin Etik Liderlik Davranışlarının Beden Eğitimi Öğretmenlerinin Örgütsel Adalet ve Motivasyon Düzeyleriyle İlişkisi. Gazi Üniversitesi,
  2. Doktora Tezi, Ankara.
  3. Adak, N. (2010). Sosyal Bir Problem Olarak İşsizlik ve Sonuçları. Toplum ve Sosyal Hizmet, 21(2): 105-116.
  4. Adams, J. S. (1965). Inequity in Social Exchange. (Ed: L. Berkowitz). Advances in Experimental Social Psychology, Academic Press,
  5. New York. Altıntaş, F.Ç. (2006). Bireysel Değerlerin Örgütsel Adalet ve Sonuçları İlişkisinde Yönlendirici Etkisi: Akademik Personel Üzerinde Bir Analiz. Dokuz Eylül Üniversitesi İşletme Fakültesi Dergisi, 7(2): 19-40.
  6. Ambrose, M. (2002). ContemporaryJusticeResearch: A New Look at Familiar Questions. Organizational Behaviorand Human Decision Processes, 89: 803- 812. Ambrose, M.L.&Schminke, M. (2003). Organization Structure as a Moderator of the Relationship between Procedural Justice, Interactional Justice, Perceived Organizational Support, and SupervisoryTrust. Journal of Applied Psychology, 88(2): 295-305.
  7. Andrews, M. C., Baker, T. L. &Hunt, T. G., (2008). The Interactive Effects of Centralization on the Relationship between Justice and Satisfaction. Journal of Leadership-Organizational Studies, 15(2):135-144.
  8. Bakhshi, A., Kuldeep, K. &Rani, E. (2009). Organizational Justice Perceptions as Predictor of Job Satisfaction and Organization Commitment, International Journal of Business and Management, 4(9):145-154.
  9. Baş, T. (2001). Anket. Seçkin Yayıncılık. Ankara.
  10. Bies, R. & Moag, J. (1986). Interactional Justice: Communication Criteria of Fairness. (Ed. Sheppard, B.H. &Bazerman, M.H.) Research on Negotiation in Organizations, 1, Greenwich, CT: JAI Press, 43-55.
  11. Choi, S. (2011). Organizational Justiceand Employee Work Attitudes: The Federal Case, The American Review of Public Administration. 41(2):185-204.
  12. Clay-Warner, J., Hegtvedt, K. A., Roman, P. (2005).
  13. Procedural Justice, Distributive Justice: How Experiences with Downsizing Condition TheirImpact on Organizational Commitment. Social Psychology Quarterly. 68(1): 89-102.
  14. Cohen-Charash, Y. & Spector, P. E. (2001). The role of justice in organizations: A meta-analysis, Organizational Behavior and Human Decision Processes, 86: 278-321.
  15. Cohen, J. (1988). Statistical Power Analysis fortheBehavioral Science (2nd Ed.). Hillsdale. NJ: Lawrence Erlbaum Associates. Colquitt, J. A. (2001). On the Dimensionality of Organizational Justice: A Construct Validation of a Measure. Journal of Applied Ps