Örgütsel adalet ve örgütsel sinizm ile ilgili tez çalışmalarının incelenmesi
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Dosyalar
Tarih
2021
Yazarlar
Dergi Başlığı
Dergi ISSN
Cilt Başlığı
Yayıncı
İstanbul Ticaret Üniversitesi
Erişim Hakkı
info:eu-repo/semantics/openAccess
Özet
Günümüz işletmelerinde insan odaklı yaklaşımın artması nedeniyle insan davranışlarının incelenmesi kaçınılmaz bir gereklilik olmuştur. Çalışanların örgüt uygulamalarında adaletsiz davranıldığını düşünmeye başlamaları, onların örgüte karşı olumsuz tutumlar sergilemesine neden olmaktadır. Bu durum örgütsel sinizm olarak tanımlanan davranışlara yol açabilmektedir. Amaç: Çalışmanın amacı, örgütsel adalet ve örgütsel sinizm davranışı konularında mevcut durumu ortaya koymak, genel bir bakış açısı oluşturmak ve gelecekteki araştırmalara yön tayin etmeye katkı sağlamaktır. Yöntem: Literatür taraması ile incelenen çalışmalar, örgütsel adalet üç alt boyutu olan dağıtımsal, prosedürel ve etkileşimsel adalet boyutları ile; örgütsel sinizm ise üç alt boyutu olan bilişsel, duyuşsal ve davranışsal boyutları ile ele alınmıştır. Çalışmada meta-analiz yöntemi kullanılmıştır. Bulgular: Çalışma kapsamında, kavramların alt boyutları da dikkate alınarak 2010-2019 yılları arasında Türkiye’de örgütsel adalet konusunda yapılmış 10 yüksek lisans, örgütsel sinizm konusunda yapılmış 8 yüksek lisans tezi ve 2 doktora tezi, bu iki kavramı birlikte ele alan ise 6 yüksek lisans tezi ile 1 doktora tezi olmak üzere toplam 27 lisansüstü tez dâhil edilmiştir. Örgütsel adalet ve örgütsel sinizm konularının daha çok hangi konularla ilişkiler kurulduğuna ve karşılaştırıldığına bakılmıştır. Meta-analiz yöntemi kullanılarak yapılan çalışmada örgütsel sinizm ile bağlantılı olarak en fazla ‘örgütsel vatandaşlık, işten ayrılma niyeti, iş tatmini, liderlik, örgüt kültürü, psikolojik sözleşme ve sermaye, örgütsel bağlılık, örgütsel güven, mobbing ve tükenmişlik’ konularına yer verildiği görülmüştür. Örgütsel adalet ile bağlantılı olarak ise, en fazla ‘performans değerlendirme, liderlik, örgütsel güven, iş tatmini, örgütsel bağlılık, örgütsel vatandaşlık ve tükenmişlik’ konuların incelendiği görülmüştür. Özgünlük: Örgütsel adalet ve örgütsel sinizm kavramları alan yazınında önemli sayılabilecek bir inceleme alanına sahiptir. Bu çalışma işletmelerin bu kavramları göz önünde bulundurarak örgüt politikalarını geliştirilmesini sağlamasına katkıda bulunacaktır.
In today's businesses, it is an inevitable necessity to examine human behavior due to the increase of people-oriented approach. The fact that the employees start to think that they are being treated unfairly in their organizational practices causes them to display negative attitudes towards the organization. This situation can lead to behaviors defined as organizational cynicism. Purpose: The aim of the study is to reveal the current situation in organizational justice and organizational cynicism, to create a general perspective and to contribute to future research. Method: The studies examined with the literature review, organizational justice three sub-dimensions distributive, procedural and interactional justice dimensions; organizational cynicism, on the other hand, is handled with its three sub-dimensions, cognitive, affective and behavioral. Meta-analysis method was used in study. Findings: Within the scope of the study, taking into account the sub-dimensions of the concepts, 10 master's degrees on organizational justice, 8 master's theses and 2 doctoral dissertations on organizational cynicism, 6 master's theses and 1 doctoral dissertation that dealt with these two concepts together. A total of 27 postgraduate theses were included. Within the scope of the study, it has been examined that the topics of organizational justice and organizational cynicism perceived by which a broad literature review was made and the relationships between them were established and compared. In the study conducted using the meta-analysis method, it was seen that organizational citizenship, intention to leave, job satisfaction, leadership, organizational culture, psychological contract and capital, organizational commitment, organizational trust, mobbing and burnout were mostly included in relation to organizational cynicism. In relation to organizational justice, it has been observed that performance evaluation, leadership, organizational trust, job satisfaction, organizational commitment, organizational citizenship and burnout are mostly examined. Originality: The concepts of organizational justice and organizational cynicism have an important field of study in the literature. This study will contribute to the development of organizational policies by considering these concepts.
In today's businesses, it is an inevitable necessity to examine human behavior due to the increase of people-oriented approach. The fact that the employees start to think that they are being treated unfairly in their organizational practices causes them to display negative attitudes towards the organization. This situation can lead to behaviors defined as organizational cynicism. Purpose: The aim of the study is to reveal the current situation in organizational justice and organizational cynicism, to create a general perspective and to contribute to future research. Method: The studies examined with the literature review, organizational justice three sub-dimensions distributive, procedural and interactional justice dimensions; organizational cynicism, on the other hand, is handled with its three sub-dimensions, cognitive, affective and behavioral. Meta-analysis method was used in study. Findings: Within the scope of the study, taking into account the sub-dimensions of the concepts, 10 master's degrees on organizational justice, 8 master's theses and 2 doctoral dissertations on organizational cynicism, 6 master's theses and 1 doctoral dissertation that dealt with these two concepts together. A total of 27 postgraduate theses were included. Within the scope of the study, it has been examined that the topics of organizational justice and organizational cynicism perceived by which a broad literature review was made and the relationships between them were established and compared. In the study conducted using the meta-analysis method, it was seen that organizational citizenship, intention to leave, job satisfaction, leadership, organizational culture, psychological contract and capital, organizational commitment, organizational trust, mobbing and burnout were mostly included in relation to organizational cynicism. In relation to organizational justice, it has been observed that performance evaluation, leadership, organizational trust, job satisfaction, organizational commitment, organizational citizenship and burnout are mostly examined. Originality: The concepts of organizational justice and organizational cynicism have an important field of study in the literature. This study will contribute to the development of organizational policies by considering these concepts.
Açıklama
Anahtar Kelimeler
Örgütsel Adalet, Örgütsel Sinizm, Örgüt, Organizational Justice, Organizational Cynicism, Organization
Kaynak
İstanbul Ticaret Üniversitesi Sosyal Bilimler Dergisi
WoS Q Değeri
Scopus Q Değeri
Cilt
20
Sayı
40
