Business & Management Studies: An International Journal
Yazarlar: Cemal ÖZTÜRK, Aysun KURTKAN
Konular:-
Anahtar Kelimeler:Örgütsel Adalet,Örgütsel Güven,Bitlis Belediyesi Organizational Justice Organizational Trust Bitlis Municipality
Özet: LITERATURE 1.1. RESEARCH SUBJECT It is accepted by Social scientists that organizational justice is a factor that can cause problems in organizations (Greenberg, 1990:399). It is directly proportional that the workers work in high motivation and morale together with fair recognition and reward (Eren, 2010: 551). Organizational trust positively affects performance, plays a decisive role in organizational effectiveness, contributes to the reduction of operational expenses (Cummings ve Bromiley, 1996: 303). Employees who rely on the organizational justice usually see the managers as representatives of the organization, and they trust the organization along with the manager (Erdem, 2003: 168). Employees’ trust in each other is the trust that employees in the same organization have to each other (Tursun, 2017: 26). 1.2. RESEARCH PURPOSE and ITS IMPORTANCE In this study, it is aimed to determine the relationship between organizational justice and organizational trust. In human resources management, it is imperative to demonstrate the connection between organizational trust and organizational justice and to contribute to motivation, performance and efficiency. 1.3. CONTRIBUTION of the ARTICLE to the LITERATURE Applying the existing rules of the organization to every employee equally will affect the positive attitude of the employees towards their jobs, colleagues and organizations. It will even increase feelings of trust. DESIGN and METHOD The working universe of the research consists of the workers and civil servants working within the Bitlis Municipality. As a result of the correspondence made with the Bitlis Municipality, it was determined that there are total (α = 359) personnel working as workers and civil servants. In the calculation made with the statistical power analysis to determine the sample size from the population of the study, it was calculated that (n=69) people should be reached. The large sample size is accepted as n>29 according to the central limit theorem. Although it was aimed to reach the maximum sampling in general in the study, the person could only be reached due to the coronavirus epidemic (n=81). 2.1. RESEARCH TYPE This research is field research in which questionnaires are also used. This study, which aims to determine the relationship between organizational justice and organizational trust, is a descriptive survey model based on quantitative data and a relational survey model. Surveys are applied to Bitlis Municipality employees fort this purpose, necessary analyses are made, and tables are created. 2.2. RESEARCH PROBLEMS In this study, the validity of 8 hypotheses of the research is investigated in order to determine the relationship between organizational justice and organizational trust. 2.3. DATA COLLECTION METHOD Before the application data were collected, the research Publication ethics was compiled with, and the ethics committee approval was obtained with the decision of Bitlis Eren University Ethical Principles and Ethics Committee dated 09.03.2020 and numbered 2020/02-VI. In the research, “organizational justice” and “organizational trust” scales were used as data collection tools. In order to measure Organizational justice, the scale developed by Niehoff and Moorman (1993) and adapted to Turkish in 2007 was used (Yıldırım, 2007: 278). It was developed by Aktuna (2007) as an organizational trust scale. 2.5. RESEARCH MODEL This study, which aims to determine the relationship between organizational justice and organizational trust, is a descriptive survey model based on quantitative data and a relational survey model. 2.6. RESEARCH HYPOTHESES Ha1= There is a significant relationship between organizational justice and organizational trust averages (p<0.05). Ha2= Organizational justice has a significant impact on organizational trust (Ŷ=b0+X1b1+ɛ, p<0.05). Ha3= According to the age variable, the averages of the universes of organizational justice and organizational trust levels are different (µ1-µ2≠0). Ha4= The mean of the universes of organizational justice and organizational trust levels are different according to the educational status variable (µ1-µ2≠0). Ha5= According to the Professional seniority variable, the averages of the universes of organizational justice and organizational trust levels are different (µ1-µ2≠0). Ha6= According to the gender variable, the averages of the populations of organizational justice and organizational trust levels are different (µ1-µ2≠0). Ha7= According to the little variable, the averages of the universes of organizational justice and organizational trust levels are different (µ1-µ2≠0). Ha8= According to the marital status, the averages of the universes of organizational justice and organizational trust levels are different (µ1-µ2≠0). FINDINGS and DISCUSSION 3.1. FINDINGS as a RESULT of ANALYSIS When the descriptive analysis statistical results regarding the organizational justice measurement data are examined in Table 2, the organizational justice perception levels of the municipal employees tend to increase relative to their organizational trust levels. However, it was found that the perceptions of organizational justice and trust in general, were at a medium level. When Table 3 is examined; it was found that there is a high and statistically significant relationship between organizational justice and organizational trust [ry1xy2=.733 p=.000]. 3.2. HYPOTHESIS TEST RESULTS For Ha1, the null hypothesis was rejected, and the alternative hypothesis was accepted. The alternative hypothesis was rejected by accepting the null hypothesis for Ha2. Regardless of the educational status, seniority, gender, title and marital status of the municipal staff in Hnull, organizational trust and organizational justice perception levels are close to each other. Therefore, the null hypothesis was accepted, and the alternative hypothesis was rejected. CONCLUSION and LIMITATIONS 4.1. RESULTS of the ARTICLE When the central tendency and distribution measures are calculated, the organizational justice and organizational trust attitudes of the municipal employees are found to be at a medium level. The organizational justice and trust attitudes of the municipal employees who are younger and have less than ten years of Professional seniority tended to rise. The organizational justice and organizational trust attitudes of female employees, workers, married people, and those with a high level of education also tended to rise. It was seen that no demographic variable was significant at the level of significance. 4.2. SUGGESTIONS BASED on RESULTS Regardless of the demographic variables of the municipality employees, organizational justice and trust attitudes are close to each other. Applying the existing rules of the organization to every employee equally will affect the positive attitude of the employees towards their jobs, colleagues and organizations. It will even increase feelings of trust. 4.3. LIMITATIONS of the ARTICLE The working universe of the research consists of the workers and civil servants working within the Bitlis Municipality. As a result of the correspondence made with the Bitlis Municipality, it was determined that there are total (α=359) personnel working as workers and civil servants. The large sample size is accepted as n>29 according to the central limit theorem. Although it was aimed to reach the maximum sampling in general in the study, the person could be reached (n=81) due to the coronavirus epidemic.