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Araştırma Makalesi
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An Examination of Factors Affecting University Staff's Perceptions of Organizational Justice

Yıl 2025, Cilt: 26 Sayı: 3, 470 - 484, 25.07.2025

Semih Derelioğlu

https://doi.org/10.37880/cumuiibf.1673274

Öz

This study aims to examine the factors influencing university employees' perceptions of organizational justice. Organizational justice is analyzed in three dimensions: distributive, procedural, and interactional justice. The research investigates how perceptions of organizational justice differ based on demographic and organizational variables such as gender, age, educational background, years of service, job type (academic or administrative), institution type (public or private university), and employment status (permanent, contracted, worker, or subcontracted). The study employs a quantitative research method, with data collected through an online survey from 560 academic and administrative personnel working at public and private universities in Turkey's Aegean region. The collected data were analyzed using descriptive statistics and confirmatory factor analysis (CFA) with SPSS 26.0 software.
The findings indicate no significant differences in organizational justice perceptions based on gender, age, educational background, or job position. However, significant differences were observed in procedural justice perceptions regarding years of service. Specifically, employees with 6 to 10 years of service perceived higher levels of procedural justice compared to those with over 21 years of service. Additionally, contracted employees reported more favorable perceptions of interactional justice than other employment groups. No significant differences in organizational justice perceptions were found between public and private university employees.
These results emphasize the importance of promoting transparent and fair processes to enhance perceptions of organizational justice within institutions. Furthermore, the study highlights that perceptions of justice are more strongly associated with organizational processes and management practices rather than individual characteristics. It is recommended that managers implement policies that encourage employee participation and improve communication processes. Future research should explore changes in justice perceptions using longitudinal designs across different sectors.

Anahtar Kelimeler

Organizational Justice Distributive Justice Procedural Justice Interactional Justice

Etik Beyan

It is declared that scientific and ethical principles have been followed while carrying out and writing this study and that all the sources used have been properly cited. The data used in this study were approved by the Scientific Research and Publication Ethics Committee of Social and Human Sciences at Manisa Celal Bayar University with the approval number 2025/05 and meeting number 21, dated Mach18, 2025.

Kaynakça

  • Aryee, S., Budhwar, P. S., & Chen, Z. X. (2002). Trust as a Mediator of the Relationship Between Organizational Justice and Work Outcomes. Journal of Organizational Behavior , 23(3), 267-286. doi:10.1002/job.138
  • Barclay, L. J., Skarlicki, D. P., & Pugh, S. D. (2005). Exploring the Role of Emotions in Injustice Perceptions and Retaliation. Journal of Applied Psychology, 90(4), 629-643. doi:10.1037/0021-9010.90.4.629
  • Bentler, P. M. (1990). Comparative Fit Indexes in Structural Models. Psychological Bulletin, 107(2), 238-246.
  • Beugre, C. D. (1998). Managing Fairness in Organization. Westport: CT: Quorum Books.
  • Bies, R. J. (2001). Interactional (in) Justice: The Sacred and The Profane. J. Greenberg, & R. Cropanzano içinde, Advances in Organizational Justice (s. 89-118). Stanford: Stanford University Press.
  • Bies, R. J., & Moag, J. F. (1986). Interactional Justice: Communication Criteria of Fairness. Research on Negotiation in Organizations, 1, 43-55.
  • Bowen, D. E., & Ostroff, C. (2004). Understanding HRM-Firm Performance Linkages: The Role of the "Strength" of the HRM System. Academy of Management Review, 29(2), 203-221. doi:10.5465/AMR.2004.12736076
  • Brockner, J., Magner, L. H., Folger, R., Umphress, E., Bos, K. v., Vermunt, R., . . . Siegel, P. (2003). High Procedural Fairness Heightens the Effect of Outcome Favorability on Self Evaluations. Organizational Behavior and Human Decision Processes , 91(1), 51-68. doi:10.1016/S0749-5978(02)00531-9
  • Browne, M. W., & Cudeck, R. (1992). Alternative Ways of Assessing Model Fit. Sociological Methods & Research, 21(2), 230-258.
  • Chiaburu, D. S., & Lim, A. S. (2008). Manager Trustworthiness or Interactional Justice? Predicting Organizational Citizenship Behaviors. Journal of Business Ethics, 83(3), 453–467. doi:10.1007/s10551-007-9631-x
  • Cihangiroğlu, N., & Yılmaz, A. (2010). Çalışanların Örgütsel Adalet Algısının Örgütler için Önemi. Sosyal Ekonomik Araştırmalar Dergisi, 195-213.
  • 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. doi:10.1006/obhd.2001.2958
  • Cole, D. A. (1987). Utility of Confirmatory Factor Analysis in Test Validation Research. Journal of Consulting and Clinical Psychology, 584-594.
  • Colquitt, J. A. (2001). On the Dimensionality of Organizational Justice: A Construct Validation of a Measure. Journal of Applied Psychology, 86(3), 386–400. doi:10.1037/0021-9010.86.3.386
  • Colquitt, J. A. (2012). Organizational Justice. S. W. Kozlowski içinde, The Oxford Handbook of Organizational (Cilt 1, s. 526-547). New York: Oxford University Press.
  • Colquitt, J. A., Conlon, D. E., Wesson, M. J., Porter, C., & 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. doi:10.1037//0021-9010.86.3.425
  • Cook, K. S., & Hegtvedt, K. A. (1983). Distrubutive Justice Equity, and Equality. Annual review of sociology, 9(1), 217-241.
  • Cropanzano, R., Bowen, D. E., & Gilliland, S. W. (2007). The Management of Organizational Justice. Academy of Management Perspectives, 21(4), 34-48. doi:10.5465/AMP.2007.27895338
  • Dean, J. W., Brandes, P., & Dharwadkar, R. (1998). Organizational Cynicism. The Academy of Management Review, 23(2), 341-352. doi:10.2307/259378
  • DeCarlo, L. T. (1997). De Carlo, L.T. (1997), “On the Meaning and Use of Kurtosis”, Psychological Methods, 2: 292-307. Psychological Methods, 292-307.
  • Deconinck, J. B. (2010). The Effect of Organizational Justice, Perceived Organizational Support, and Perceived Supervisor Support on Marketing Employees Level of Trust. Journal Of Business Research, 63, 1349-1355.
  • Eissa, G., & Lester, S. W. (2025). Supervisor to employee bottom-line mentality: The mediating role of moral disengagement and the moderating roles of organizational justice and self-efficacy. Journal of business research, 189, 115206. doi: 10.1016/j.jbusres.2025.115206
  • Folger, R. G., & Cropanzano, R. (1998). Organizational Justice and Human Resource Management. SAGE Publications.
  • Foster, R. D. (2010). Resistance, Justice, and Commitment to Change. Human Resource Development Quarterly, 21(1), 3-39. doi:10.1002/hrdq.20035
  • Greenberg, j. (1990). Organizational Justice: Yesterday, Today, and Tomorrow. Journal of Management, 16(2), 399-432. doi:10.1177/014920639001600208
  • Greenberg, J. (1993). The Social Side of Fairness: Interpersonal and Informational Classes of Organizational Justice. Justice in the workplace: Approaching fairness in human resource management, 1, 79-103.
  • Grobler, A., & Grobler, S. (2024). Bridging the Gap: Ethical Leadership, Human Resource Practices and Organisational Justice. SA Journal of Human Resource Management, 22. doi:10.4102/sajhrm. v22i0.2697
  • Groeneveld, R. A., & Meeden, G. (1984). Measuring Skewness and Kurtosis. Journal of the Royal Statistical Society: Series D (The Statistician), 33(4), 391-399. doi: 10.2307/2987742
  • Hopkins, K. D., & Weeks, D. L. (1990). Tests for Normality and Measures of Skewness and Kurtosis: Their Place in Research Reporting. Educational and Psychological Measurement, 50, 717-729. doi: 10.1177/0013164490504001
  • Hu, L.‐t., & Bentler, P. M. (1999). Cutoff Criteria for Fit Indexes in Covariance Structure Analysis: Conventional Criteria versus New Alternatives. Structural Equation Modeling: A Multidisciplinary Journal, 6(1), 1-55. doi:10.1080/10705519909540118
  • İçerli, L. (2010). Örgütsel Adalet: Kuramsal Bir Yaklaşım. Girişimcilik ve Kalkınma Dergisi, 5(1), 67-92.
  • İnce, F. F. (2019). Örgütsel Adalet Algısının Bazı Demografik Değişkenlere Göre Analizi: Kamu ve Özel Sektör Çalışanları Üzerine Karşılaştırmalı Bir Çalışma. Sosyal, Beşerî ve İdari Bilimler Dergisi, 104-17. doi:10.26677/TR1010.2019.98
  • İşbaşı, J. Ö. (2001). Çalışanların Yöneticilerine Duydukları Güvenin ve Örgütsel Adalete İlişkin Algılamalarının Vatandaşlık Davranışının Oluşumundaki Rolü. Yönetim Araştırmaları Dergisi, 1(1), 51-73.
  • Ji, H., & Shen, J. (2024). The Essentialist Gender Assumptions and the Overgeneralization of Managerial Power’s Impact on Perceptions of Organizational Justice. Group & Organization Management. doi:10.1177/1059601124130111
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Üniversite Personelinin Örgütsel Adalet Algılarını Etkileyen Faktörlerin İncelemesi

Yıl 2025, Cilt: 26 Sayı: 3, 470 - 484, 25.07.2025

Semih Derelioğlu

https://doi.org/10.37880/cumuiibf.1673274

Öz

Bu çalışma, üniversite çalışanlarının örgütsel adalet algılarını etkileyen faktörleri incelemeyi amaçlamaktadır. Örgütsel adalet; dağıtımsal, işlemsel ve etkileşimsel adalet olmak üzere üç boyutta ele alınmıştır. Araştırma kapsamında, örgütsel adalet algılarının cinsiyet, yaş, eğitim durumu, hizmet süresi, görev türü (akademik veya idari), kurum türü (özel veya kamu üniversitesi) ve çalışma statüsü (kadrolu, sözleşmeli, işçi, taşeron) gibi demografik ve örgütsel değişkenlere göre nasıl farklılaştığı analiz edilmiştir.
Araştırmanın evrenini, Türkiye'nin Ege bölgesindeki kamu ve özel üniversitelerde çalışan akademik ve idari personel oluşturmaktadır. Toplam 560 üniversite çalışanından çevrim içi anket yöntemiyle toplanan veriler, SPSS 26.0 programı kullanılarak analiz edilmiştir. Çalışmada nicel araştırma yöntemi kullanılmış ve veriler, anket aracılığıyla toplanmıştır. Elde edilen veriler, betimsel istatistikler ve doğrulayıcı faktör analizi (DFA) kullanılarak değerlendirilmiştir.
Araştırma bulguları, örgütsel adalet algısının cinsiyet, yaş, eğitim durumu ve üniversitedeki iş pozisyonu gibi demografik değişkenlere göre anlamlı bir farklılık göstermediğini ortaya koymuştur. Ancak, hizmet süresi bakımından işlemsel adalet algısında anlamlı farklılıklar tespit edilmiştir. Özellikle, 6-10 yıl arası hizmet süresine sahip çalışanların işlemsel adalet algıları, 21 yıl ve üzeri kıdeme sahip çalışanlara göre daha yüksek bulunmuştur. Ayrıca, sözleşmeli çalışanların etkileşimsel adalet algılarının diğer çalışma gruplarına kıyasla daha olumlu olduğu belirlenmiştir. Özel ve kamu üniversiteleri arasında ise örgütsel adalet algısı açısından anlamlı bir farklılık bulunmamıştır.
Bu bulgular, örgütlerde adalet algısını güçlendirmek amacıyla şeffaf ve adil süreçlerin teşvik edilmesinin önemini vurgulamaktadır. Ayrıca, örgütsel adalet algısının bireysel faktörlerden ziyade örgütsel süreçler ve yönetim uygulamalarıyla daha güçlü bir ilişki içinde olduğu ortaya çıkmıştır. Yöneticilere, çalışanların katılımını artıracak ve iletişim süreçlerini iyileştirecek politikalar geliştirmeleri önerilmektedir. Gelecekteki araştırmaların, farklı sektörlerde ve uzun dönemli boylamsal tasarımlarla adalet algısının değişimini incelemesi önerilmektedir.

Anahtar Kelimeler

Örgütsel Adalet Dağıtımsal Adalet İşlemsel Adalet Etkileşimsel Adalet

Etik Beyan

Bu çalışmanın hazırlanma sürecinde bilimsel ve etik ilkelere uyulduğu ve yararlanılan tüm çalışmaların kaynakçada belirtildiği beyan olunur. Bu çalışmada kullanılan veriler, Manisa Celal Bayar Üniversitesi Bilimsel Araştırma ve Yayın Etiği Sosyal ve Beşerî Bilimler Kurulu tarafından 18.03.2025 tarihinde, 2025/05 toplantı sayısı ve 21 toplantıda alınan karar sayısı gereği onaylanmıştır.

Kaynakça

  • Aryee, S., Budhwar, P. S., & Chen, Z. X. (2002). Trust as a Mediator of the Relationship Between Organizational Justice and Work Outcomes. Journal of Organizational Behavior , 23(3), 267-286. doi:10.1002/job.138
  • Barclay, L. J., Skarlicki, D. P., & Pugh, S. D. (2005). Exploring the Role of Emotions in Injustice Perceptions and Retaliation. Journal of Applied Psychology, 90(4), 629-643. doi:10.1037/0021-9010.90.4.629
  • Bentler, P. M. (1990). Comparative Fit Indexes in Structural Models. Psychological Bulletin, 107(2), 238-246.
  • Beugre, C. D. (1998). Managing Fairness in Organization. Westport: CT: Quorum Books.
  • Bies, R. J. (2001). Interactional (in) Justice: The Sacred and The Profane. J. Greenberg, & R. Cropanzano içinde, Advances in Organizational Justice (s. 89-118). Stanford: Stanford University Press.
  • Bies, R. J., & Moag, J. F. (1986). Interactional Justice: Communication Criteria of Fairness. Research on Negotiation in Organizations, 1, 43-55.
  • Bowen, D. E., & Ostroff, C. (2004). Understanding HRM-Firm Performance Linkages: The Role of the "Strength" of the HRM System. Academy of Management Review, 29(2), 203-221. doi:10.5465/AMR.2004.12736076
  • Brockner, J., Magner, L. H., Folger, R., Umphress, E., Bos, K. v., Vermunt, R., . . . Siegel, P. (2003). High Procedural Fairness Heightens the Effect of Outcome Favorability on Self Evaluations. Organizational Behavior and Human Decision Processes , 91(1), 51-68. doi:10.1016/S0749-5978(02)00531-9
  • Browne, M. W., & Cudeck, R. (1992). Alternative Ways of Assessing Model Fit. Sociological Methods & Research, 21(2), 230-258.
  • Chiaburu, D. S., & Lim, A. S. (2008). Manager Trustworthiness or Interactional Justice? Predicting Organizational Citizenship Behaviors. Journal of Business Ethics, 83(3), 453–467. doi:10.1007/s10551-007-9631-x
  • Cihangiroğlu, N., & Yılmaz, A. (2010). Çalışanların Örgütsel Adalet Algısının Örgütler için Önemi. Sosyal Ekonomik Araştırmalar Dergisi, 195-213.
  • 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. doi:10.1006/obhd.2001.2958
  • Cole, D. A. (1987). Utility of Confirmatory Factor Analysis in Test Validation Research. Journal of Consulting and Clinical Psychology, 584-594.
  • Colquitt, J. A. (2001). On the Dimensionality of Organizational Justice: A Construct Validation of a Measure. Journal of Applied Psychology, 86(3), 386–400. doi:10.1037/0021-9010.86.3.386
  • Colquitt, J. A. (2012). Organizational Justice. S. W. Kozlowski içinde, The Oxford Handbook of Organizational (Cilt 1, s. 526-547). New York: Oxford University Press.
  • Colquitt, J. A., Conlon, D. E., Wesson, M. J., Porter, C., & 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. doi:10.1037//0021-9010.86.3.425
  • Cook, K. S., & Hegtvedt, K. A. (1983). Distrubutive Justice Equity, and Equality. Annual review of sociology, 9(1), 217-241.
  • Cropanzano, R., Bowen, D. E., & Gilliland, S. W. (2007). The Management of Organizational Justice. Academy of Management Perspectives, 21(4), 34-48. doi:10.5465/AMP.2007.27895338
  • Dean, J. W., Brandes, P., & Dharwadkar, R. (1998). Organizational Cynicism. The Academy of Management Review, 23(2), 341-352. doi:10.2307/259378
  • DeCarlo, L. T. (1997). De Carlo, L.T. (1997), “On the Meaning and Use of Kurtosis”, Psychological Methods, 2: 292-307. Psychological Methods, 292-307.
  • Deconinck, J. B. (2010). The Effect of Organizational Justice, Perceived Organizational Support, and Perceived Supervisor Support on Marketing Employees Level of Trust. Journal Of Business Research, 63, 1349-1355.
  • Eissa, G., & Lester, S. W. (2025). Supervisor to employee bottom-line mentality: The mediating role of moral disengagement and the moderating roles of organizational justice and self-efficacy. Journal of business research, 189, 115206. doi: 10.1016/j.jbusres.2025.115206
  • Folger, R. G., & Cropanzano, R. (1998). Organizational Justice and Human Resource Management. SAGE Publications.
  • Foster, R. D. (2010). Resistance, Justice, and Commitment to Change. Human Resource Development Quarterly, 21(1), 3-39. doi:10.1002/hrdq.20035
  • Greenberg, j. (1990). Organizational Justice: Yesterday, Today, and Tomorrow. Journal of Management, 16(2), 399-432. doi:10.1177/014920639001600208
  • Greenberg, J. (1993). The Social Side of Fairness: Interpersonal and Informational Classes of Organizational Justice. Justice in the workplace: Approaching fairness in human resource management, 1, 79-103.
  • Grobler, A., & Grobler, S. (2024). Bridging the Gap: Ethical Leadership, Human Resource Practices and Organisational Justice. SA Journal of Human Resource Management, 22. doi:10.4102/sajhrm. v22i0.2697
  • Groeneveld, R. A., & Meeden, G. (1984). Measuring Skewness and Kurtosis. Journal of the Royal Statistical Society: Series D (The Statistician), 33(4), 391-399. doi: 10.2307/2987742
  • Hopkins, K. D., & Weeks, D. L. (1990). Tests for Normality and Measures of Skewness and Kurtosis: Their Place in Research Reporting. Educational and Psychological Measurement, 50, 717-729. doi: 10.1177/0013164490504001
  • Hu, L.‐t., & Bentler, P. M. (1999). Cutoff Criteria for Fit Indexes in Covariance Structure Analysis: Conventional Criteria versus New Alternatives. Structural Equation Modeling: A Multidisciplinary Journal, 6(1), 1-55. doi:10.1080/10705519909540118
  • İçerli, L. (2010). Örgütsel Adalet: Kuramsal Bir Yaklaşım. Girişimcilik ve Kalkınma Dergisi, 5(1), 67-92.
  • İnce, F. F. (2019). Örgütsel Adalet Algısının Bazı Demografik Değişkenlere Göre Analizi: Kamu ve Özel Sektör Çalışanları Üzerine Karşılaştırmalı Bir Çalışma. Sosyal, Beşerî ve İdari Bilimler Dergisi, 104-17. doi:10.26677/TR1010.2019.98
  • İşbaşı, J. Ö. (2001). Çalışanların Yöneticilerine Duydukları Güvenin ve Örgütsel Adalete İlişkin Algılamalarının Vatandaşlık Davranışının Oluşumundaki Rolü. Yönetim Araştırmaları Dergisi, 1(1), 51-73.
  • Ji, H., & Shen, J. (2024). The Essentialist Gender Assumptions and the Overgeneralization of Managerial Power’s Impact on Perceptions of Organizational Justice. Group & Organization Management. doi:10.1177/1059601124130111
  • Joreskog, K. G., & Sorbom, D. (1984). LISREL VI: Analysis of Linear Structural Relationships by the Method of Maximum Likelihood. Mooresville: Scientific Software.
  • Konovsky, M. A. (2000). Understanding Procedural Justice and Its Impact on Business Organizations. Journal of Management, 26(3), 489-511. doi:10.1016/S0149-2063(00)00042-8
  • Kumari, N., & Afroz, N. (2024). Do Employees in the Public and Private Sectors see Organizational Justice, Commitment, Creativity, and Life Satisfaction Differently? Journal of the Indian Academy of Applied Psychology, 50(2), 226-237.
  • Leventhal, G.S. (1980) What Should Be Done with Equity Theory? In: Gergen, K.J., Greenberg, M.S. and Willis, R.H., Eds., Social Exchanges: Advances in Theory and Research, Plenum, New York, 27-55. doi: 0.1007/978-1-4613-3087-5_2
  • Lipponen, J., Olkkonen, M.-E., & Moilanen, M. (2004). Perceived Procedural Justice and Employee Responses to an Organizational Merger. European Journal of Work and Organizational Psychology, 13(3), 391–413. doi:10.1080/13594320444000146
  • Moors, J. J. (1985). The Meaning of Kurtosis: Darlington Reexamined. The American Statistician, 40(4), 283-284. doi:10.1080/00031305.1986.10475415
  • Morrison, E. W., & Milliken, F. J. (2000). Organizational Silence: A Barrier to Change and Development in a Pluralistic World. The Academy of Management Review, 25(4), 706-725. doi:10.2307/259200
  • Nyunt, G., O’Meara, K., Bach, L., & LaFave, A. (2024). Tenure Undone: Faculty Experiences of Organizational Justice When Tenure Seems or Becomes Unattainable. Equity & Excellence in Education, 57(3), 107-121. doi:10.1080/10665684.2021.2010013
  • Ohana, M. (2014). A multilevel study of the relationship between organizational justice and affective. Personnel Review, 43(5), 654-657. doi:10.1108/PR-05-2013-0073
  • Özmen, Ö. N., Arbak, Y., & Özer, P. S. (2007). dalete Verilen Değerin Adalet Algıları Üzerindeki Etkisinin Sorgulanmasına İlişkin Bir Araştırma. Ege Academic Review, 7(1), 19-35.
  • Pillai, R., Schriesheim, C. A., & Williams, E. S. (1999). Fairness Perceptions and Trust as Mediators for Transformational and Transactional Leadership: A Two-sample Study. Journal of Management, 25(6), 897-933.
  • Rainey, H. G., & Bozeman, B. (2000). Comparing Public and Private Organizations: Empirical Research and the Power of the A Priori Get access Arrow. Journal of Public Administration Research and Theory, 10(2), 447-470. doi: 10.1093/oxfordjournals.jpart.a024276
  • Rastgar, A., & Mousavi, M. (2004). Investigating the Effect of Perceived Surface Diversity and Organizational Inclusion on Employees' Well-being through the Mediation of Organizational Justice. Journal of Sustainable Human Resource Management, 6(11), 49-69. doi:10.22080/shrm.2024.4836
  • Rawls, J. (2020). A Theory of Justice: Revised Edition. Harvard University Press.
  • Schermelleh-Engel, K., Moosbrugger, H., & Müller, H. (2003). Evaluating the Fit of Structural Equation Models: Tests of Significance and Descriptive Goodness-of-Fit Measures. Methods of Psychological Research Online, 8(2), 23-74.
  • Schminke, M., Ambrose, M. L., & Cropanzano, R. S. (2000). The Effect of Organizational Structure on Perceptions of Procedural Fairness. journal of Applied Psychology, 85(2), 194-304. doi:10.1037/0021-9010.85.2.294
  • Skarlicki, D. P., & Folger, R. (1997). Retaliation in the Workplace: The Roles of Distributive, Procedural, and Interactional Justice. Journal of Applied Psychology, 82(3), 423-443. doi:10.1037/0021-9010.82.3.434
  • Sousa, J. A., & Francisco Antonio Coelha Jr., T. G. (2024). Organizational Justice, Organizational Values, and Gender-Based Equity of Leadership Opportunities: a Case Study in a Brazilian Public Security Organisation. Administratie si Management Public, 43, 85-104. doi:10.24818/amp/2024.43-05
  • Spence, L., & Heather, K. (2004). Hospital Nurses: Perceptions of Respect and Organizational Justice. The Journal of Nursing Administration, 34(7), 354-364. doi:10.1097/00005110-200407000-00009
  • Sümer, N. (2000). Yapisal Eşitlik Modelleri: Temel Kavramlar ve Örnek Uygulamalar. Türk Psikoloji Yazıları, 3(6), 49-74.
  • Tak, B., & Çiftçioğlu, A. (2009). Algılanan Örgütsel Prestij ile Örgütsel Bağlılık ve Örgütsel Özdeşleşme Arasındaki İlişkilerin İncelenmesine Yönelik bir Araştırma. 9(18), 100- 116.
  • Tepper, B. J. (2000). Consequences of Abusive Supervision. Academy of Management Journal, 43(2), 178-190. doi:10.2307/1556375
  • Thibaut, J. W., & Walker, L. (1975). Procedural justice: A psychological analysis. Hillsdale, NJ: Lawrence Erlbaum Associates.
  • Thunnissen, M., & Boselie, P. (2024). Talent Management in Higher Education. Leeds: Emerald pub.
  • Wayne, S., & Liden, L. M. (1997). Perceived Organizational Support and Leader-Member Exchange: A Social Exchange Perspective. Academy of Management Journal, 40(1), 82-111. doi:10.2307/257021
  • Yeniçeri, Ö., Demirel, Y., & Demirel, Y. (2009). Örgütsel Adalet ile Duygusal Tükenmişlik Arasındaki İlişki: İmalat Sanayi Çalışanları Üzerine Bir Araştırma. Karamanoğlu Mehmetbey Üniversitesi Sosyal ve Ekonomik Araştırmalar Dergisi (1), 83-99.
Toplam 60 adet kaynakça vardır.

Ayrıntılar

Birincil Dil Türkçe
Konular İşletme
Bölüm Makaleler
Yazarlar

Semih Derelioğlu 0000-0003-0218-0546

Erken Görünüm Tarihi 19 Temmuz 2025
Yayımlanma Tarihi 25 Temmuz 2025
Gönderilme Tarihi 10 Nisan 2025
Kabul Tarihi 28 Haziran 2025
Yayımlandığı Sayı Yıl 2025 Cilt: 26 Sayı: 3

Kaynak Göster

APA Derelioğlu, S. (2025). Üniversite Personelinin Örgütsel Adalet Algılarını Etkileyen Faktörlerin İncelemesi. Cumhuriyet Üniversitesi İktisadi ve İdari Bilimler Dergisi, 26(3), 470-484. https://doi.org/10.37880/cumuiibf.1673274
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