SavedAdd your journal

Journals / Savunma Bilimleri Dergisi / 2017 / Cilt: 16 - Sayı: 2

The Mediating Role of Person-Organization Fit on the Relationship Between Organizational Justice and Organizational Commitment

Kişi Örgüt Uyumunun Örgütsel Adalet Algısı ve Örgütsel Bağlılık İlişkisinde Aracılık Rolü

Kemal KÖKSAL
Pages
37–58
Publication Date
2018-03-14
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)

As a result of the analysis, it has been found that organizational justice perception and person organization fit have a significant effect on organizational commitment and person organization fit has a mediation effect on this relationship.

📌 3 Key Takeaways

🎯
Objective & Hypothesis:In this study, the role of organizational justice perception and person organization fit in the formation of organizational commitment has been examined.
📊
Key Findings & Data:This study has been carried out with the analyze of the data collected from 213 participants at a public organization by using the convenience sample method.
💡
Conclusion & Impact:As a result of the analysis, it has been found that organizational justice perception and person organization fit have a significant effect on organizational commitment and person organization fit has a mediation effect on this relationship.
🔬Design:Research Article
📍Scope:Comprehensive Sample
⚙️Variables:Kişi Örgüt Uyumu · Dağıtım Adaleti · Örgütsel Bağlılık

Abstract

In this study, the role of organizational justice perception and person organization fit in the formation of organizational commitment has been examined. This study has been carried out with the analyze of the data collected from 213 participants at a public organization by using the convenience sample method. Confirmatory factor analysis was used to confirm the scales and correlation and regression analysis was used to test the hypotheses. As a result of the analysis, it has been found that organizational justice perception and person organization fit have a significant effect on organizational commitment and person organization fit has a mediation effect on this relationship.

Özet

Bu çalışmada örgütsel bağlılığın yaratılmasında etkili olan değişkenlerden örgütsel adalet algısının ve kişi örgüt uyumunun rolü incelenmiştir. Araştırma bir kamu kurumunda çalışan 213 kişiden kolayda örnekleme yöntemiyle toplanan verilerin analizi ile gerçekleştirilmiştir. Ölçekleri doğrulamak için doğrulayıcı faktör analizi, hipotezlerin testi için ise korelasyon ve regresyon analizi yapılmıştır. Analiz sonucunda, örgütsel adalet algısının ve kişi örgüt uyumunun örgütsel bağlılığı anlamlı bir şekilde yordadığı ve örgütsel adalet algısı ve örgütsel bağlılık arasındaki ilişkide kişi örgüt uyumunun tam aracılık etkisinin olduğu tespit edilmiştir.

🔖

Cite This Article

KÖKSAL, K. (2018). The Mediating Role of Person-Organization Fit on the Relationship Between Organizational Justice and Organizational Commitment. Savunma Bilimleri Dergisi, Cilt: 16 - Sayı: 2, 37–58. https://ajindex.com/articles/52939

📄 Full Text PDF Viewer

📄

PDF görüntüleyici hazırlanıyor...

References (10)

  1. Kaynakça Kitaplar Adams, J. S. (1965). Inequity In Social Exchange. R. Folger, & R. Cropanzano içinde, Organizational Justice and Human Resources Management (s. 1-4). London: Sage Publications. Ahmadi, S., Mohammadpour, B., Rajabi, M., & Baghbani, F. (2014). Effect of Person-Organization Fit on Organizational Commitment. International Journal of Information Technology and Management Studies, 1(1), 33-43.
  2. Akgündüz, Y., & Güzel, T. (2014). Örgütsel Adalet ile Örgütsel Bağlılık Arasındaki İlişkide Örgütsel Güvenin Aracılık Etkisi,. Anadolu University Journal of Social Sciences, 14(3), 1-18.
  3. Ambrose, M. L. (2002). Contemporary justice research: a new look at familiar questions. Organizational Behavior and Human Decision Processes, 89, 803–812.
  4. Ambrose, M. L., & Schminke, M. (2009). The role of overall justice judgments in organizational justice research: A test of mediation. Journal of Applied Psychology, 49, 491–500.
  5. Arthur, W., Bell, S. T., Villado, A. J., & Doverspike, D. (2006). The Use of Person–Organization Fit in Employment Decision Making: An Assessment of Its Criterion-Related Validity. Journal of Applied Psychology, 91(4), 786-801.
  6. Bağcı, Z. (2013). Çalışanların Örgütsel Adalet Algılarının Örgütsel Bağlılıkları Üzerindeki Etkisi: Tekstil Sektöründe Bir İnceleme. Uluslararası Yönetim İktisat ve İşletme Dergisi, 9(19), 163-184.
  7. Bal, V. (2014). Örgütsel Adalet ve Örgütsel Bağlılık İlişkisi: Manisa’daki Eğitim Kurumlarında Bir Araştırma,. Aksaray Üniversitesi İktisadi İdari Bilimler Fakültesi Dergisi, 6(1), 1-9.
  8. Baron, R. M., & 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, 1173-1182.
  9. Bies, R. J., & Tripp, T. M. (1995). The Use and Abuse of Power: Justice as Social Control. R. Cropanzano, & M. Kacmar içinde, Organizational Politics, Justice, and Support: Managing the Social Climate of Work Organizations (s. 131 -145). New York: Quorum Books. Brinsfield, C. T., Edwards, M. S., & Greenberg, J. (2009). Voice and silence in organizations: Historical review and current conceptualizations. J. Greenberg, & M. S. Edwards içinde, Voice and silence in organizations (s. 3–33 ). UK: Emerald. Bronfenbrenner, U. (1977). Toward an Experimental Ecology of Human Development. American Psychologist, 513-531.
  10. Cable, D., & Parsons, C. (2001). Socialization tactics and person–organization fit. Personnel Psychology, 54, 1–2