Pasi̇f İleti̇şi̇m Tarzinin Örgütsel Muhalefete Etki̇si̇nde Örgütsel Erdemli̇li̇ği̇n Düzenleyi̇ci̇ Rolü: Bi̇r Alan Araştirmasi

The Mediation Role of Organizational Justice in the Effect of Organizational Virtuousness on Work Productivity

“…In this context, Cameron (2003: 50) defined OV as "is intimately tied to what is good to and for human beings". It can be said that OV is a concept that includes the collective actions, cultural characteristics or processes of individuals that ensure the promotion and maintenance of virtuous behavior (Çöp & Doğanay, 2019). According to Pires & Nunes (2018: 381), "OV is based on a set of assumptions about human and organizational nature encompassing honesty, compassion, loyalty, respect, and forgiveness, a phenomenon studied through theories on extraordinary performance, positive deviance, and the positive spiral of flourishing".…”

“…In a company with a high number of employees with virtuous behavior, the probability of encountering qualities such as goodness, tolerance, social development, moral goodness, and honesty will increase. Thus, the incidence of undesirable behaviors such as bribery and scandal will also decrease (Çöp & Doğanay, 2019). However, the sense of OV and the reputation, feelings of pride and commitment resulting from being part of the organization cause emotional and motivational responses at work such as dedication to work, motivation for more jobs, and proactive task skills (Hur et al, 2017).…”