SavedAdd your journal

Journals / İşletme Araştırmaları Dergisi / 2019 / Cilt: 11 - Sayı: 3

The Moderating Role of Cultural Values on the Relationship between Perceived Distributive-Procedural Justice and Turnover Intention

Algılanan Dağıtımsal ve Prosedürel Adalet-İşten Ayrılma Niyeti İlişkisinde, Kültürel Değerlerin Düzenleyicilik Rolü

HANDAN AKKAŞ
PINAR BAYHAN KARAPINAR
Pages
1599–1613
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)

Discussion – This results reveal that allocentrism/idiocentrism levels affect people’s attitude toward work.

📌 3 Key Takeaways

🎯
Objective & Hypothesis:Purpose – The main purpose of this study is to examine the moderating role of allocentrism and idiocentrism on the relationship between perceived distributive/procedural justice and turnover intention.
📊
Key Findings & Data:Design/methodology/approach – Data were collected from 205 academics working in the Faculty of Economics and Administrative Sciences Departments in public universities in Ankara.
💡
Conclusion & Impact:Discussion – This results reveal that allocentrism/idiocentrism levels affect people’s attitude toward work.
🔬Design:Research Article
📍Scope:Comprehensive Sample
⚙️Variables:Domain Parameters

Abstract

Purpose – The main purpose of this study is to examine the moderating role of allocentrism and idiocentrism on the relationship between perceived distributive/procedural justice and turnover intention. Design/methodology/approach – Data were collected from 205 academics working in the Faculty of Economics and Administrative Sciences Departments in public universities in Ankara. AMOS, SPSS 23 and SPSS Process Macro were conducted to test hypotheses of the study. Findings – The results of moderating analysis demonstrate that both allocentrism and idiocentrism subdimensions act as moderators on perceived procedural justice and turnover intention relationship. Accordingly, higher levels of allocentrism and idiocentrism decrease the strength of negative relationship between perceived procedural justice and turnover intention. On the other hands, neither allocentrism nor idiocentrism do not have any moderating effect on perceived distributive justice and turnover intention relationship. Discussion – This results reveal that allocentrism/idiocentrism levels affect people’s attitude toward work.

Özet

Amaç – Algılanan prosedürel adalet ve dağıtımsal adaletin, işten ayrılma niyeti üzerindeki etkisinde; allosentrizm/idiosentrizm boyutlarının düzenleyici etkileri olup olmadığını belirlemeye çalışmaktır. Yöntem – Veriler, anket yoluyla Ankara’da kamu üniversitelerinde faaliyet gösteren İktisadi ve İdari Fakültelerinde görevli 205 akademik personelden toplanmıştır. Çalışmanın hipotezleri, AMOS, SPSS 23 ve Process makrosu kullanılarak test edilmiştir. Bulgular – Analizler sonucunda, algılanan prosedürel adalet ve işten ayrılma niyeti arasındaki ilişkide, allosentrizm ve idiosentrizm kültürel değerlerinin düzenleyici etkileri olduğu görülmüştür. Düzenleyicilik ilişkilerine göre, idiosentrizm ve allosentrizm düzeylerindeki artış, prosedürel adaletin işten ayrılma niyeti üzerindeki negatif yönde etkisini zayıflatmaktadır. Diğer taraftan, algılanan dağıtımsal adalet ve işten ayrılma niyeti arasındaki ilişkide, allosentrizm ve idiosentrizm boyutlarının düzenleyicilik etkilerine rastlanamamıştır. Tartışma – Elde edilen bulgular, bireysel düzeyde çalışanların sahip oldukları allosentrizm ve idiosentrizm değerlerinin çalışanların işe ilişkin tutumlarını etkilemede önemli role sahip olduğunu göstermektedir.

🔖

Cite This Article

AKKAŞ, H., KARAPINAR, P. B. (2019). The Moderating Role of Cultural Values on the Relationship between Perceived Distributive-Procedural Justice and Turnover Intention. İşletme Araştırmaları Dergisi, Cilt: 11 - Sayı: 3, 1599–1613. https://ajindex.com/articles/217704

📄 Full Text PDF Viewer

📄

PDF görüntüleyici hazırlanıyor...

References (15)

  1. Adams, J. S. (1965). Inequity in social exchange. In Advances in Experimental Social Psychology (Vol. 2, pp. 267-299).
  2. Academic Press.
  3. Ajzen, I. ve Fishbein, M. (1969). The prediction of behavioral intentions in a choice situation. Journal of Experimental Social Psychology, 5(4), 400-416.
  4. Akça, E. (2014). Personality And Cultural Predictors Of The Quiet Ego: Comparing Turkey And The United States (Doctoral Dissertation, Middle East Technical University). Ali, N. ve Jan, S. (2012). Relationship between organizational justice and organizational commitment and turnover intentions amongst medical representatives of pharmaceuticals companies of Pakistan. Journal of Managerial Sciences, 6(2), 202-212.
  5. Barclay, L. J. (2005). Following in the footsteps of Mary Parker Follett: Exploring how insights from the past can advance organizational justice theory and research. Management Decision, 43(5), 740-760.
  6. Baron, R. M. ve Kenny, D. A. (1986). The moderator–mediator variable distinction in social psychological research: Conceptual, strategic, and statistical considerations. Journal of Personality and Social Psychology, 51(6), 1173-82.
  7. Berry, J. W. (1979). A cultural ecology of social behavior. In Advances in experimental social psychology. Academic Press. (Vol. 12, pp. 177-206).
  8. Bies, R. J. (2005). Are Procedural Justice and Interactional Justice Conceptually Distinct? In J. Greenberg & J. A. Colquitt (Eds.), Handbook of organizational justice Mahwah, NJ, US: Lawrence Erlbaum Associates Publishers. 85-112.
  9. Blau, P. (1964). Power and Exchange in Social Life. NY: John Wiley ve Sons, 1-352.
  10. Cammann, C., Fichman, M., Jenkins, D. ve Klesh, J. (1979).The Michigan Organizational Assessment Questionnaire. 71-138.
  11. Çiftçioglu, A. (2011). Investigating occupational commitment and turnover intention relationship with burnout syndrome. Business and Economics Research Journal, 2(3),109-119.
  12. Cohen-Charash, Y. ve Spector, P. E. (2001). The role of justice in organizations: A meta-analysis. Organizational Behavior and Human Decision Processes, 86(2), 278-321.
  13. Colquitt, J. A. (2001). On the dimensionality of organizational justice: A construct validation of a measure. Journal of Applied Psychology, 86(3), 386-400.
  14. Colquitt, J. A., Conlon, D. E., Wesson, M. J., Porter, C. O. ve Ng, K. Y. (2001). Justice at the millennium: a meta-analytic review of 25 years of organizational justice research. Journal of Applied Psychology, 86(3), 425-445.
  15. Colquitt, J. A., Scott, B. A., Judge, T. A. ve Sh