Author :
Abstract
Örgütsel adalet, dağıtımcı prosedürel ve etkileşimsel adalet olmak üzere üç boyuttan oluşmaktadır. örgütsel adalet sadece örgütsel performansı etkilemekle kalmaz, aynı zamanda büyük ölçüde bir çalışanın ekonomik refahınıda belirler. Böylece örgütsel adalet, özellikle çalışma örgütler arasındaki ilişkinin uyumlu hale getirilmesi açısından çalışanlar üzerinde büyük bir etkiye sahiptir.İşveren çalışanlara adil olmayan şekilde davranarak, olumsuz bir tutum oluşturabilir (örneğin, talimatları izlemeyi reddetme, standartların altında performans, şirketin kural ve düzenlemelerini kasıtlı olarak ihlal etme vb.) çalışanlar arasında ise yönetime karşı benzer tavırlar oluşabilir.
Keywords
Abstract
Organizational justice consists of three dimensions: distributive procedural and interactional justice. Organizational justice not only affects organizational performance, but also largely determines an employee's economic well-being. Thus, organizational justice has a great impact on employees, especially in terms of harmonizing the relationship between work organizations.By treating employees unfairly, the employer may create a negative attitude (for example, refusing to follow instructions, substandard performance, deliberate violation of company rules and regulations, etc.) and similar attitudes towards management among employees.
Keywords
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