Göçmen işgörenlerin örgütsel adalet, iş performansı ve örgütsel bağlılıklarının incelenmesi
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Tarih
2024
Yazarlar
Dergi Başlığı
Dergi ISSN
Cilt Başlığı
Yayıncı
Kırıkkale Üniversitesi
Erişim Hakkı
info:eu-repo/semantics/openAccess
Özet
Günümüzde göçmen işgörenler, örgütsel açıdan ele alınması gereken önemli bir işgücü değeri olmaktadır. Bir örgütte faaliyet gösteren işgörenler, örgütün amaç ve hedeflerini gerçekleştirmesi doğrultusunda örgütün ayrılmaz bir parçası olmaktadır. Göçmen işgörenlerin mevcut işgücündeki yeri düşünüldüğünde bu bireylerin örgütsel sorunlarının ele alınması, örgütler açısından kaçınılmaz bir durum olmaktadır. Bu bağlamda araştırma kapsamında örgütsel adalet, iş performansı ve örgütsel bağlılık gibi örgütler ve işgörenler açısından, sürecin yönetimine bağlı olarak fırsat veya sorun oluşturabilecek kavramlar birbiriyle ilişkilendirilerek ele alınmıştır. İşgörenlerin örgütsel adalet algısı çerçevesinde geliştirdiği tutum doğrultusunda örgütsel bağlılık ve iş performansları değişmektedir. Araştırma kapsamında ölçeklerle veriler toplanmış, SPSS istatistik programı kullanılarak analiz edilmiştir. Analiz kapsamında göçmen işgörenlerin örgütsel adalet algısı yüksek olduğunda iş performanslarının da yükseldiği görülmüştür. Yine adalet algısının yüksek olması, işgörenlerin örgütsel bağlılığını artırmaktadır. Örgütsel bağlılığın arttığı durumda da işgörenlerin iş performansları yükselmektedir. Bu bakımdan ele alındığında göçmen işgörenlerin örgütte olumlu adalet algısına sahip olması durumunun iş performansı ve örgütsel bağlılığa olumlu etki edeceği düşünülmektedir. Örgütsel adalet algısının örgütsel bağlılığa olumlu etki etmesi ise yine dolaylı olarak iş performanslarına etki edebilecektir. Bu bağlamda mevcut araştırma, göçmen işgörenlerin mevcut sorunlarının belirlenmesi ve bu sorunların giderilmesi yönünde etkili olabilecektir. Bu bakımdan araştırmanın amacı; örgütsel adaletin iş performansına ve örgütsel bağlılığa, örgütsel bağlılığın ise iş performansına olası etki durumunu belirlemektir. Bu kapsamda elde edilen bulgular ilgili bölümlerde ayrıntılı şekilde değerlendirilerek sonuçlar ifade edilmiş ve öneriler oluşturulmuştur.
Today, immigrant employees are an important workforce value that needs to be addressed from an organizational perspective. Employees working in an organization become an integral part of the organization in achieving its goals and objectives. Considering the place of immigrant employees in the current workforce, addressing the organizational problems of these individuals is an inevitable situation for organizations. In this context, within the scope of the research, concepts such as organizational justice, job performance and organizational commitment, which may create opportunities or problems for organizations and employees, depending on the management of the process, were discussed in relation to each other. Organizational commitment and job performance change in line with the attitudes developed by employees within the framework of their perception of organizational justice. Within the scope of the research, data were collected with scales and analyzed using the SPSS statistical program. Within the scope of the analysis, it was seen that when immigrant employees' perception of organizational justice was high, their job performance increased. Again, a high perception of justice increases employees' organizational commitment. When organizational commitment increases, the job performance of employees increases. Considered in this respect, it is thought that immigrant employees' positive perception of justice in the organization will have a positive impact on job performance and organizational commitment. The positive impact of organizational justice perception on organizational commitment may also indirectly affect job performance. In this context, the current research may be effective in determining the current problems of immigrant employees and solving these problems. In this regard, the aim of the research is; The aim is to determine the possible impact of organizational justice on job performance and organizational commitment, and the possible impact of organizational commitment on job performance. In this context, the findings obtained were evaluated in detail in the relevant sections, the results were expressed and recommendations were made.
Today, immigrant employees are an important workforce value that needs to be addressed from an organizational perspective. Employees working in an organization become an integral part of the organization in achieving its goals and objectives. Considering the place of immigrant employees in the current workforce, addressing the organizational problems of these individuals is an inevitable situation for organizations. In this context, within the scope of the research, concepts such as organizational justice, job performance and organizational commitment, which may create opportunities or problems for organizations and employees, depending on the management of the process, were discussed in relation to each other. Organizational commitment and job performance change in line with the attitudes developed by employees within the framework of their perception of organizational justice. Within the scope of the research, data were collected with scales and analyzed using the SPSS statistical program. Within the scope of the analysis, it was seen that when immigrant employees' perception of organizational justice was high, their job performance increased. Again, a high perception of justice increases employees' organizational commitment. When organizational commitment increases, the job performance of employees increases. Considered in this respect, it is thought that immigrant employees' positive perception of justice in the organization will have a positive impact on job performance and organizational commitment. The positive impact of organizational justice perception on organizational commitment may also indirectly affect job performance. In this context, the current research may be effective in determining the current problems of immigrant employees and solving these problems. In this regard, the aim of the research is; The aim is to determine the possible impact of organizational justice on job performance and organizational commitment, and the possible impact of organizational commitment on job performance. In this context, the findings obtained were evaluated in detail in the relevant sections, the results were expressed and recommendations were made.
Açıklama
Sosyal Bilimler Enstitüsü, Yönetim ve Organizasyon Ana Bilim Dalı
Anahtar Kelimeler
İşletme, Business Administration
