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YÖNETİCİ ADALETSİZLİĞİ VE ÇALIŞAN SESSİZLİĞİ İLİŞKİSİ NASIL ŞEKİLLENİR? BENLİK SAYGISI VE ÇATIŞMA ALGISININ ARACILIK, ADALETE KARŞI DUYARLILIĞIN DÜZENLEYİCİ ETKİSİ

Year 2023, Volume: 8 Issue: 1, 58 - 82, 22.06.2023
https://doi.org/10.54452/jrb.1141621

Abstract

Örgütlerdeki adaletsiz uygulama ve davranışların sessizlik iklimini geliştirdiği bilinmektedir. Ancak adaletsizlik hangi psikolojik ya da bilişsel süreçlerle bireyde sessizliğe neden olmaktadır sorusu hala yanıtlanmaya muhtaç görünmektedir. Bu nedenle etkileşim adaletsizliği ile savunmacı sessizlik arasındaki ilişkinin nasıl şekillendiğini anlamak bu araştırmanın temel amacıdır. Bu amaçla etkileşim adaleti ve savunmacı sessizlik ilişkisinde çalışanların benlik saygıları ve çatışma algılarının aracılık rolü ve çalışanların adalete karşı duyarlılık düzeylerinin bu ilişkiyi düzenleyici rolü araştırılmıştır. Ankara’da bankacılık, finans, sigortacılık, otomotiv ve bilişim gibi farklı sektörlerde çalışan 1037 kişi üzerinde yürütülen araştırmanın sonuçlarına göre yöneticilerinin adaletsizliği çalışanların çatışma algısını güçlendirerek onları sessizleştirmektedir. Buna ek olarak yönetici adaletsizliğinin çalışanların benlik saygısı ve bireylerarası çatışma algıları üzerindeki etkisi, çalışanların adalete karşı duyarlılık düzeylerine göre değişmektedir. Araştırmanın diğer bulguları ve ilgili yazın açısından anlamı değerlendirme ve sonuç bölümünde tartışılmıştır.

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References

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HOW IS THE RELATIONSHIP BETWEEN INTERACTIONAL INJUSTICE AND EMPLOYEE SILENCE SHAPED? MEDIATOR EFFECT OF SELF-ESTEEM AND RELATIONSHIP CONFLICT PERCEPTION, MODERATOR EFFECT OF EQUITY SENSITIVITY

Year 2023, Volume: 8 Issue: 1, 58 - 82, 22.06.2023
https://doi.org/10.54452/jrb.1141621

Abstract

It is known that unfair practices and behaviors in organizations develop a climate of silence. However, the question of which psychological or cognitive processes play a role in this relationship still seems to need to be answered. Therefore, understanding how the relationship between interactional injustice and defensive silence is shaped is the main purpose of this study. For this purpose, the mediating role of self-esteem and conflict perceptions of employees in the relationship between interactional justice and defensive silence, and the moderating role of employees' sensitivity to justice were investigated. According to the results of the research conducted on 1037 employees working in various sectors such as banking, finance, insurance, automotive and informatics in Ankara, interactional injustice strengthens the relationship conflict perception of employees and silences them. In addition, the effect of interactional injustice on employees' self-esteem and on relationship conflict perception varies according to the level of equity sensitivity of employees. The results are discussed in terms of theoretical contributions and relevant literature.

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References

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  • Aryee, S. & Chen, Z. X. (2004). Countering the trend towards careerist orientation in the age of downsizing: Test of a social exchange model. Journal of Business Research, 57(4), 321-328.
  • Baumeister, R. F., Campbell, J. D., Krueger, J. I. & Vohs, K. D. (2003). Does high self-esteem cause better performance, ınterpersonal success, happiness, or healthier lifestyles?. Psychological Science in The Public Interest, 4(1), 1-44.
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  • Blader, S. L. & Tyler, T. R. (2005). How can theories of organizational justice explain the effects of fairness?. In J. Greenberg & J. A. Colquitt (Ed.), Handbook of organizational justice (pp. 329-354). USA: Lawrence Erlbaum Associates. Inc. Publishers.
  • Blau, P. (1964). Exchange and power in social life. New York: Wiley.
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  • Carson, K. D., Carson, P. P., Lanford, H. & Roe, C. W. (1997). The effects of organization-based self-esteem on workplace outcomes: An examination of emergency medical technicians. Public Personnel Management, 26(1), 139-155.
  • Chamberlin, M., Newton, D.W. & Lepine, J. A. (2017). A meta-analysis of voice and ıts promotive and prohibitive forms: ıdentification of key associations, distinctions, and future research directions. Personnel Psychology, 70(1), 11-71.
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  • Cohen-Charash, Y. & Spector, P. E. (2001). The role of justice in organizations: A meta-analysis. Organizational Behavior and Human Decision Processes, 86(2), 278-321.
  • Colquitt, J. A. (2001). On the dimensionality of organizational justice: A construct validation of a measure. Journal of Applied Psychology, 86(3), 386-400.
  • Colquitt, J. A., Conlon, D. E., Wesson, M. J., Porter, C. O. & 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.
  • Crocker, J. (2006). Having and pursuing self-esteem: Costs and benefits. In M. H. Kernis (Ed.), Self-esteem issues and answers: A sourcebook on current perspective (pp. 274-280). New York: Psychology Press.
  • Cropanzano, R., Byrne, Z. S., Bobocel, D. R. & Rupp, D. E. (2001). Moral virtues, fairness heuristics, social entities, and other denizens of organizational justice. Journal of Vocational Behavior, 58(2), 164–209.
  • Detert, J. R. & Burris, E. R. (2007). Leadership behavior and employee voice: Is the door really open?. Academy of Management Journal, 50(4), 869–884.
  • Deutsch, M. (2000). Justice and Conflict. M. Deutsch & P. T. Coleman (Ed.), The handbook of conflict resolution: Theory and practice, içinde (41-64). San Francisco: Jossey-Bass.
  • Doğan, T. (2011). İki boyutlu benlik saygısı: Kendini sevme/özyeterlik ölçeği’nin türkçe uyarlaması, geçerlik ve güvenirlik çalışması. Eğitim ve Bilim, 36(162), 126-137.
  • Dutton, J. E. & Ashford, S. J. (1993). Selling ıssues to top management. Academy of Management Review, 18(3), 397–428.
  • Elçi, M., Karabay, M. E., Ensari, M. Ş., & Bilge, A. (2016). Effect of perceived organizational justice ve trust ın leader on organizational silence behavior: A research on public security employees. Eurasian Academy of Sciences Eurasian Business & Economics Journal, 1, 332-347.
  • Eroğluer, K. & Erselcan, R. C. (2017). Çalışanların örgütsel adalet algısı ve tükenmişlik düzeylerinin çalışan sessizliği üzerindeki etkisi. Business & Economics Research Journal, 8(2), 325-348.
  • Ferris, D. L., Spence, J. R., Brown, D. J. & Heller, D. (2012). Interpersonal ınjustice and workplace deviance: The role of esteem threat. Journal of Management, 38(6), 1788-1811.
  • Field, A. (2009). Discovering statistics using IBM SPSS statistics, London: SAGE Publications.
  • Folger, R. & Cropanzano, R. (1998). Organizational justice and human resource management, USA, Sage Publications Inc.
  • Fox, S., Spector, P. E. & Miles, D. (2001). Counterproductive work behavior (CWB) in response to job stressors and organizational justice: Some mediator and moderator tests for autonomy and emotions. Journal of Vocational Behavior, 59, 1–19.
  • Gardner, D. G. & Pierce, J. L. (1998). Self-esteem and self-efficacy within the organizational context: An empirical examination. Group & Organization Management, 23(1), 48-70.
  • Gravetter, F. & Wallnau, L. (2014). Essentials of statistics for the behavioral sciences (8th ed.). Belmont, CA: Wadsworth.
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There are 89 citations in total.

Details

Primary Language Turkish
Subjects Business Administration
Journal Section Articles
Authors

Senay Yürür 0000-0002-3859-9827

Hakkı Okan Yeloğlu 0000-0001-9424-3094

Project Number Yok
Publication Date June 22, 2023
Submission Date July 6, 2022
Acceptance Date December 20, 2022
Published in Issue Year 2023 Volume: 8 Issue: 1

Cite

APA Yürür, S., & Yeloğlu, H. O. (2023). YÖNETİCİ ADALETSİZLİĞİ VE ÇALIŞAN SESSİZLİĞİ İLİŞKİSİ NASIL ŞEKİLLENİR? BENLİK SAYGISI VE ÇATIŞMA ALGISININ ARACILIK, ADALETE KARŞI DUYARLILIĞIN DÜZENLEYİCİ ETKİSİ. Journal of Research in Business, 8(1), 58-82. https://doi.org/10.54452/jrb.1141621