Örgütsel Adaletin Çalışanların Örgütsel Özdeşleşme Ve İşten Ayrılma Niyetine Etkisi: Örgütsel Özdeşleşmenin Aracılık Rolü

Turunç, Ömer

doi:10.4026/1303-2860.2011.0168.x

Cited by 59 publications

(37 citation statements)

References 21 publications

(30 reference statements)

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“…Eğitim örgütlerinde olumlu örgütsel iletişimin, örgütsel özdeşleşmeyi arttırdığı (Tüzün-Kalemci & Çağlar, 2008;Yıldız, 2013), bağlılık ne kadar kuvvetli ise örgütsel özdeşleşmenin de o kadar güçlü olduğu (Balay, 2000;Çakınberk, Derin & Demirel, 2011), dönüştürücü ve etkileşimci liderliğin örgütsel özdeşleşmeyi olumlu etkilediği (Polat, Meydan & Tokmak, 2010), örgütsel adaletin örgütsel özdeşleşme üzerinde etkisinin bulunduğu (Cheung & Law, 2008;Cüce, Güney & Tayfur, 2013;Olkkonen & Lipponen, 2006;Turunç, 2011), örgütsel güvenin yüksek olması örgütsel özdeşleşmeyi de arttırdığı (Tüzün-Kalemci & Çağlar, 2009), örgütsel özdeşleşmenin örgütsel vatandaşlık davranışını olumlu yönde etkilediği (Karabey & İşcan, 2007;Tokgöz & Seymen-Aytemiz, 2013) yapılan araştırmalar sonucunda ortaya konulmuştur.Örgütsel özdeşleşmenin genelde üç boyut altında gruplandığı görülmektedir:…”

Section: Türkçe Sürüm Girişunclassified

“…The studies conducted in the literature have put forward various findings, such as the positive organisational communication within the educational organisations have increased the organisation identification (Tüzün-Kalemci & Çağlar, 2008;Yıldız, 2013), the stronger the loyalty, the stronger the organisational identification (Balay, 2000;Çakınberk, Derin & Demirel, 2011), the convertor and interactionist leadership affects the organisational identification positively (Polat, Meydan & Tokmak, 2010), the organisational justice has an influence on the organisational identification (Cheung & Law, 2008;Cüce, Güney & Tayfur, 2013;Olkkonen & Lipponen, 2006;Turunç, 2011), the higher the organisational confidence, the more the organisational identification (Tüzün-Kalemci & Çağlar, 2009), and the organisational identification affects the organisational citizenship behavior in a positive manner (Karabey & İşcan, 2007;Tokgöz & Seymen-Aytemiz, 2013). According to the literature, the organisational identification is generally grouped under three dimensions:…”

Section: Introductionmentioning

confidence: 99%

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Investigation of the predictor effect of organizational cynicism on organizational identification according to teachers' perceptions

Ayik

Şayir

Bilici

2016

Pegegog

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In this study, the relations between organization identification and organizational cynicism were analyzed according to the views of the teachers. The sample of the study consists of 252 teachers working in the primary schools under Ministry of National Education in Yakutiye County, Erzurum, 2013-2014 educational years. "Organizational Identification Questionnaire" and "Organizational Cynicism Scale" were used in the data collection. In this descriptive study, standard deviation, mean, Pearson's product-moment correlation and multiple linear regression analyses were used in the analysis of the data. The results of the study show that the dimensions of the organizational cynicism have negative and significant relations with all the dimensions of organizational identification. The results of regression analysis show that cognitive dimensions of the organizational cynicism scale predicts negatively and significantly the compliance dimension of the organizational identification questionnaire the affective and; the cognitive dimension of the organizational cynicism scale predicts negatively and significantly the internalization dimension of the organizational identification questionnaire.

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Section: Türkçe Sürüm Girişunclassified

Section: Introductionmentioning

confidence: 99%

Investigation of the predictor effect of organizational cynicism on organizational identification according to teachers' perceptions

Ayik

Şayir

Bilici

2016

Pegegog

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“…In contrast, Özer and Günlük (2010) determined a predictive effect of procedural justice on intention to quit. Turunç's (2011) research also differs from ours, as he examined organizational justice perception under three dimensions, namely procedural, distributive, and interactional justice perception. His results indicate that only distributive justice perception predicts intention to quit.…”

Section: Discussionmentioning

confidence: 79%

“…As distinct from other studies, Örücü and Özafşarlıoğlu (2014) determined the negative predictive effects of employees' organizational justice perception under three dimensions: distributive, procedural, and interactional justice perception. In another study, Turunç (2011) discovered that organizational identification mediated the negative predictive effects of distributive justice perception on employees' intention to quit.…”

Section: Relation Between Organizational Justice Perception Organizamentioning

confidence: 99%

Effects of Teachers’ Organizational Justice Perceptions on Intention to Quit: Mediation Role of Organizational Identification

2015

EDUC SCI-THEOR PRACT

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This research aims to discover the effects of teachers' organizational justice perceptions on intention to quit as well as the mediation role of teachers' organizational identification in this process. Interactions between research variables were measured using structural equation models. The sample used comprised teachers working at primary and secondary public schools in the Çankaya district of Ankara, Turkey. Data were collected through questionnaires completed by 292 teachers who participated voluntarily. Participants were selected according to a random sampling technique. The collected data were analyzed using linear regression and multiple correlation analyses. The findings indicate significant relationships between all research variables. Teachers' procedural, distributive, interpersonal, and informational justice perceptions have a positive predictive effect on organizational identification. Distributive and interpersonal justice perceptions coupled with organizational identification have a negative predictive effect on teachers' intention to quit. Organizational identification fully mediates the predictive effect of distributive justice perception on intention to quit; however, it partially mediates the predictive effect of interpersonal justice perception on intention to quit.

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“…Bu şekildeki bir iletişim, yönetimin bütünlük içerisinde olduğunun algılanmasını sağlar. Bütünlük algısı ise yönetimin güvenilir olarak algılanmasının zeminini oluşturur (Turunç & Çelik, 2010b).…”

Section: öRgütsel Destek Ve Müdür Desteğiunclassified

Relationship between the Perceived Principal Support, Trust in Principal and Organizational Commitment

Demirtaş¹,

Özer²,

Demirbilek³

et al. 2017

IOJES

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Örgütsel Adaletin Çalışanların Örgütsel Özdeşleşme Ve İşten Ayrılma Niyetine Etkisi: Örgütsel Özdeşleşmenin Aracılık Rolü

Cited by 59 publications

References 21 publications

Investigation of the predictor effect of organizational cynicism on organizational identification according to teachers' perceptions

Investigation of the predictor effect of organizational cynicism on organizational identification according to teachers' perceptions

Effects of Teachers’ Organizational Justice Perceptions on Intention to Quit: Mediation Role of Organizational Identification

Relationship between the Perceived Principal Support, Trust in Principal and Organizational Commitment

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