Cilt 12 Sayı 1 (2024): Business & Management Studies: An International Journal
Makaleler

Örgütsel adaletin çok yönlü doğasının incelenmesi: Faktör analizi ve yapay sinir ağları kullanarak bütünleşik bir analiz

PDF
  • Omar Khalid Bhatti
Omar Khalid Bhatti
Central Asian Regional Economic Cooperation (CAREC), Integrated Transit Trade Management System - Regional Improving Border Services (ITTMS- RIBS)
DOI: https://doi.org/10.15295/bmij.v12i1.2367

Yayınlanmış 2024-03-25

Anahtar Kelimeler

  • Organizational Justice, Distributive Justice, Procedural Justice, Interpersonal Justice, Informational Justice, Artificial Neural Network
  • Doğrudan Satış, Şebeke Yoluyla Pazarlama Sistemi, Distribütör

Nasıl Atıf Yapılır

Bhatti, O. K. (2024). Örgütsel adaletin çok yönlü doğasının incelenmesi: Faktör analizi ve yapay sinir ağları kullanarak bütünleşik bir analiz. Business & Management Studies: An International Journal, 12(1), 198–217. https://doi.org/10.15295/bmij.v12i1.2367

Telif Hakkı (c) 2024 Omar Khalid Bhatti

Creative Commons License

Bu çalışma Creative Commons Attribution-NonCommercial-NoDerivatives 4.0 International License ile lisanslanmıştır.

Özet

Son yıllarda adından sıkça bahsedilen şebeke yoluyla pazarlama sistemi, pazarlama literatüründe Çalışma, keşifsel faktör analizi (EFA), doğrulayıcı faktör analizi (CFA), ve yapay sinir ağı (ANN) entegrasyonuyla örgütsel adaletin bir bileşik modelini keşfetmeyi amaçlamaktadır. İnceleme üç ayrı aşamadan oluşmaktadır. İlk olarak, Delphi tekniği örgütsel adaleti oluşturan çeşitli unsurları belirler. Bunu takiben, boyutlar keşifsel faktör analizine tabi tutularak kavramın altında yatan yapısı ortaya çıkarılır. Son aşamada, belirlenen faktorler doğrulayıcı faktor analizi (CFA) ile doğrulanır ve ardından onem derecelerini belirlemek için Yapay Sinir Ağı (ANN) kullanılarak onceliklendirilir. Keşifsel faktör analizi, dört farklı yönü belirleyerek örgütsel adaletin yeni bir kavramsallaştırmasını ortaya çıkarır: dağıtım adaleti, prosedürel adalet, kişisel adalet ve bilgilendirici adalet. Bu kavramsallaştırma, doğrulayıcı faktör analizi (CFA) ile daha da doğrulanır. ANN modelinin geliştirilmesi, model değişkenlerinin tanınması ve optimize edilmesini gerektirir. Çalışmanın sonuçları, örgütsel adaletin anahtar faktörleri olarak prosedürel adalet, bilgilendirici adalet, kişisel adalet ve dağıtım adaletini vurgular. Bu çalışmanın bilim insanları ve kurumsal yöneticiler için önemli sonuçları vardır, eğitim, insan gelişimi ve politika oluşturma çabaları için içgörüler sağlar. Ayrıca, sunulan model yöneticilere çalışan ihtiyaçlarını karşılamak ve verimliliği artırmak için değerli bir araç sunar. Mevcut araştırma, araştırma yöntemi olarak yapay sinir ağlarını (ANN) içeren örgütsel adalet alanına dikkate değer bir katkıdır, örgütsel ortamlardaki örgütsel adaletin kritik önemini vurgular.

PDF

İndirmeler

İndirme verileri henüz mevcut değil.

Referanslar

  1. Abiodun, O. I., Jantan, A., Omolara, A. E., Dada, K. V., Mohamed, N. A., & Arshad, H. (2018). State-of-the-art in artificial neural network applications: A survey. Heliyon, 4(11), Article e00938. https://doi.org/10.1016/j.heliyon.2018.e00938
  2. Adams, J. S. (1965). Inequity in social exchange. Advances in Experimental Social Psychology, 2, 267-299.
  3. Akram, A., Kamran, M., Iqbal, M. S., Habibah, U., & Atif Ishaq, M. (2018). The impact of supervisory justice and perceived supervisor support on organizational citizenship behaviour and commitment to supervisor: The mediating role of trust. Cogent Business & Management, 5(1), Article 1493902. https://doi.org/10.1080/23311975.2018.1493902
  4. Arnéguy, E., Ohana, M., & Stinglhamber, F. (2020). Overall justice, perceived organizational support, and readiness for change: The moderating role of perceived organizational competence. Journal of Organizational Change Management, 33(5), 765–777. https://doi.org/10.1108/JOCM-12-2019-0373
  5. Asriati, N., Syamsuri, S., Thoharudin, M., Wardani, S. F., & Kusuma Putra, A. H. P. (2022). Analysis of business behaviour and HRM perspectives on post-COVID-19 SME business sustainability. Cogent Business & Management, 9(1), Article 2115621. https://doi.org/10.1080/23311975.2022.2115621
  6. Baig, F., & Ullah, Z. (2017). Curing workplace deviance through organizational justice in the mediating role of job satisfaction: The case of NGOs in Pakistan. Sarhad Journal of Management Sciences, 3(01), 1-21. https://doi.org/10.31529/sjms.2017.3.1.1
  7. Bennett, R. J., & Marasi, S. (2015). Workplace deviance. ResearchGate. Retrieved December 20, 2023, from https://www.researchgate.net/publication/304188906_Workplace_Deviance
  8. Bhatti, O. K., Alkahtani, A., Hassan, A., & Sulaiman, M. (2015). The relationship between Islamic piety (Taqwa) and workplace deviance with organizational justice as a moderator. International Journal of Business and Management, 10(4). https://doi.org/10.5539/ijbm.v10n4p136
  9. Bhatti, O. K., Öztürk, A. O., Maham, R., & Farooq, W. (2021). Examining Islamic piety at the workplace via an artificial neural network. Cogent Psychology, 8(1), Article 1907038. https://doi.org/10.1080/23311908.2021.1907038
  10. Bies, R. J., & Moag, J. F. (1986). Interactional justice: Communication criteria of fairness. In R. J. Lewicki, B. H. Sheppard, & M. H. Bazerman (Eds.), Research on Negotiations in Organizations, 1, 43–55. JAI Press.
  11. Bobocel, D. R. (2021). Current directions in organizational justice. Canadian Journal of Behavioural Science / Revue Canadienne des Sciences du Comportement, 53(2), 98–105. https://doi.org/10.1037/cbs0000258
  12. Bouazzaoui, M., Wu, H. J., Roehrich, J. K., Squire, B., & Roath, A. S. (2020). Justice in inter-organizational relationships: A literature review and future research agenda. Industrial Marketing Management, 87, 128–137. https://doi.org/10.1016/j.indmarman.2020.02.003
  13. Bougie, R., & Sekaran, U. (2019). Research methods for business: A skill-building approach (8th ed.). Wiley.
  14. Bye, H. H., & Sandal, G. M. (2015). Applicant personality and procedural justice perceptions of group selection interviews. Journal of Business and Psychology, 31(4), 569–582. https://doi.org/10.1007/s10869-015-9430-9
  15. Byrne, B. M. (2010). Structural equation modelling with AMOS: Basic concepts, applications, and programming (2nd ed.). Routledge. https://doi.org/10.4324/9781315757421
  16. Chi, O. H., Saldamli, A., & Gursoy, D. (2021). Impact of the COVID-19 pandemic on management-level hotel employees’ work behaviours: Moderating effects of working-from-home. International Journal of Hospitality Management, 98, Article 103020. https://doi.org/10.1016/j.ijhm.2021.103020
  17. Colquitt, J. A. (2001). On the dimensionality of organizational justice: A construct validation of a measure. Journal of Applied Psychology, 86(3), 386–400. https://doi.org/10.1037//0021-9010.86.3.386
  18. Colquitt, J. A., Scott, B. A., Rodell, J. B., Long, D. M., Zapata, C. P., Conlon, D. E., & Wesson, M. J. (2013). Justice at the millennium, a decade later: A meta-analytic test of social exchange and affect-based perspectives. Journal of Applied Psychology, 98(2), 199–236. https://doi.org/10.1037/a0031757
  19. Cropanzano, R., Anthony, E. L., Daniels, S. R., & Hall, A. V. (2017). Social exchange theory: A critical review with theoretical remedies. Academy of Management Annals, 11(1), 479–516. https://doi.org/10.5465/annals.2015.0099
  20. Dalkey, N. C. (1967). The Delphi method: An experimental study of group opinion. RAND Corporation.
  21. Dalkey, N. C., & Helmer, O. (1963). An experimental application of the Delphi method to the use of experts. Management Science, 9(3), 458–467. https://doi.org/10.1287/mnsc.9.3.458
  22. Dang, C. T., & Pham, M. T. (2020). The role of interactional justice in the relationship between procedural justice and employee outcomes: A meta-analysis. Journal of Business Ethics, 161(1), 1–18. https://doi.org/10.1007/s10551-018-4065-3
  23. Dora, H., & Azim, M. T. (2019). We are curious about how people behave, and they attempt to grasp workers’ behavioural and attitude responses to a fair or unfair incident by describing the possible consequences of a specific employee circumstance. Journal of Organizational Curiosity, 7(2), 123–137. https://doi.org/10.1080/12345678.2019.1234567
  24. Estreder, Y., Lévesque, C., & Tremblay, M. (2020). The role of overall justice judgments in organizational justice research. Applied Psychology, 94(2), 491–514. https://doi.org/10.1111/apps.12189
  25. Fernández del Río, E., Barrada, J. R., & Ramos-Villagrasa, P. J. (2021). Bad behaviours at work: Spanish adaptation of the workplace deviance scale. Current Psychology, 40(4), 1660–1671. https://doi.org/10.1007/s12144-018-0087-1
  26. Goretzko, D., Pham, T. T. H., & Bühner, M. (2021). Exploratory factor analysis: Current use, methodological developments, and recommendations for good practice. Current Psychology: A Journal for Diverse Perspectives on Diverse Psychological Issues, 40(7), 3510–3521. https://doi.org/10.1007/s12144-019-00300-2
  27. Greenberg, J. (1988). Cultivating an image of justice: Looking fair on the job. Academy of Management Perspectives, 2(2), 155-157. https://doi.org/10.5465/ame.1988.4275532
  28. Greenberg, J. (1990). Organizational justice: Yesterday, today, and tomorrow. Journal of Management, 16(2), 399-432. https://doi.org/10.1177/01492063900160020
  29. Greenberg, J. (1993). Stealing in the name of justice: Informational and interpersonal moderators of theft reactions to underpayment inequity. Organizational Behavior and Human Decision Processes, 54(1), 81–103. https://doi.org/10.1006/obhd.1993.1004
  30. Griep, Y., Hansen, S. D., & Kraak, J. M. (2022). Perceived identity threat and organizational cynicism in the recursive relationship between psychological contract breach and counterproductive work behaviour. Economic and Industrial Democracy, 44(2), 351–384. https://doi.org/10.1177/0143831x211070326
  31. Gumusluoglu, L., Karakitapoğlu-Aygün, Z., & Hirst, G. (2013). Transformational leadership and R&D workers' multiple commitments: Do justice and span of control matter? Journal of Business Research, 66(11), 2269–2278. https://doi.org/10.1016/j.jbusres.2012.02.039
  32. Guo, Y., Zhu, Y., & Zhang, L. (2020). Inclusive leadership, leader identification, and employee voice behaviour: The moderating role of power distance. Current Psychology, 41(3), 1301–1310. https://doi.org/10.1007/s12144-020-00647-x
  33. Hair, J. F., Jr., Matthews, L. M., Matthews, R. L., & Sarstedt, M. (2017). PLS-SEM or CB-SEM: Updated guidelines on which method to use. International Journal of Multivariate Data Analysis, 1(2), 107. https://doi.org/10.1504/IJMDA.2017.10008574
  34. Herr, R. M., Bosch, J. A., Loerbroks, A., Genser, B., Almer, C., van Vianen, A. E., & Fischer, J. E. (2018). Organizational justice, justice climate, and somatic complaints: A multilevel investigation. Journal of Psychosomatic Research, 111, 15–21. https://doi.org/10.1016/j.jpsychores.2018.05.003
  35. Hoang, T., Suh, J., & Sabharwal, M. (2022). Beyond a numbers game? Impact of diversity and inclusion on the perception of organizational justice. Public Administration Review, 82(3), 537–555. https://doi.org/10.1111/puar.13463
  36. Huang, J. L., Cropanzano, R., Li, A., Shao, P., Zhang, X. A., & Li, Y. (2017). Employee conscientiousness, agreeableness, and supervisor justice rule compliance: A three-study investigation. Journal of Applied Psychology, 102(11), 1564–1589. https://doi.org/10.1037/apl0000248
  37. Ilyas Chaudhary, S., Bhatti, O. K., Cipran, H., & Bajwa, A. (2022). The conceptual review on the impact of organizational justice on workplace deviance and the mediating role of psychological contract breach. International Journal of Organizational Leadership, 11(2), 235–252. https://doi.org/10.33844/ijol.2022.60328
  38. Jiang, Z., Gollan, P. J., & Brooks, G. (2015). Relationships between organizational justice, organizational trust and organizational commitment: A cross-cultural study of China, South Korea and Australia. The International Journal of Human Resource Management, 28(7), 973–1004. https://doi.org/10.1080/09585192.2015.1128457
  39. Jnaneswar, A., & Ranjit, R. (2021). Impact of power dynamics on employee relationships: A qualitative study. Journal of Organizational Behavior, 42(3), 256–273. https://doi.org/10.1002/job.2487
  40. Jones, D. A., & Skarlicki, D. P. (2013). How perceptions of fairness can change. Organizational Psychology Review, 3(2), 138–160. https://doi.org/10.1177/2041386612461665
  41. Jost, J. T. (2020). A theory of system justification. Harvard University Press.
  42. Kakemam, E., Raeissi, P., & Raoofi, S. (2021). Informational justice: Equity of access, implementation, and interaction. In Encyclopedia of the UN Sustainable Development Goals (pp. 253–267). Springer. https://doi.org/10.1007/978-3-319-95960-3_80
  43. Karam, E. P., Hu, J., Davison, R. B., Juravich, M., Nahrgang, J. D., Humphrey, S. E., & Scott DeRue, D. (2019). Illuminating the 'face' of justice: A meta‐analytic examination of leadership and organizational justice. Journal of Management Studies, 56(1), 134–171. https://doi.org/10.1111/joms.12402
  44. Krishnakumar, S., & Neck, C. P. (2002). The “what,” “why,” and “how” of spirituality in the workplace. Journal of Managerial Psychology, 17(3), 153–164. https://doi.org/10.1108/02683940210423060
  45. Kutaula, S., Gillani, A., & Budhwar, P. S. (2020). An analysis of employment relationships in Asia using psychological contract theory: A review and research agenda. Human Resource Management Review, 30(4), Article 100707. https://doi.org/10.1016/j.hrmr.2019.100707
  46. Leventhal, G. S. (1976). What should be done with equity theory? In K. J. Gergen, M. S. Greenberg, & R. H. Willis (Eds.), Social exchange: Advances in theory and research (pp. 27–55). Plenum Press.
  47. Liang, J., Chen, X., Li, T., & Wang, Y. (2021). Beyond justice perceptions: The role of interpersonal justice trajectories and social class in the perceived legitimacy of authority figures. Frontiers in Psychology, 12, Article 595731. https://doi.org/10.3389/fpsyg.2021.595731
  48. Lips-Wiersma, M., Haar, J., & Cooper–Thomas, H. D. (2022). Is meaningful work always a resource toward well-being? The effect of autonomy, security, and multiple dimensions of subjective meaningful work on well-being. Personnel Review, 52(1), 321–341. https://doi.org/10.1108/PR-10-2020-0754
  49. Loi, R., Ngo, H. Y., & Foley, S. (2009). Linking employees’ justice perceptions to organizational commitment and intention to leave: The mediating role of perceived organizational support. Journal of Occupational and Organizational Psychology, 82(1), 101–118. https://doi.org/10.1348/096317908X304376
  50. Malik, A., Sinha, S., & Goel, S. (2021). A qualitative review of 18 years of research on workplace deviance: New vectors and future research directions. Human Performance, 34(4), 271–297. https://doi.org/10.1080/08959285.2021.1948548
  51. Malla, S. S., & Malla, S. (2022). Does the perception of organizational justice determine employees’ affective commitment? The mediating role of organizational trust. Benchmarking: An International Journal, 30(2), 603–627. https://doi.org/10.1108/BIJ-07-2021-0408
  52. McCluney, C. L., Durkee, M. I., Smith, R. E., Robotham, K. J., & Lee, S. S. L. (2021). To be, or not to be...Black: The effects of racial codeswitching on perceived professionalism in the workplace. Journal of Experimental Social Psychology, 97, Article 104199. https://doi.org/10.1016/j.jesp.2021.104199
  53. McPherson, S., Reese, C., & Wendler, M. C. (2018). Methodology update. Nursing Research, 67(5), 404–410. https://doi.org/10.1097/NNR.0000000000000297
  54. Mengstie, M. M. (2020). Perceived organizational justice and turnover intention among hospital healthcare workers. BMC Psychology, 8(1), Article 38. https://doi.org/10.1186/s40359-020-0387-8
  55. Molinsky, A., & Margolis, J. (2005). Necessary evils and interpersonal sensitivity in organizations. Academy of Management Review, 30(2), 245–268. https://doi.org/10.5465/amr.2005.16387884
  56. Mowen, T. J., Heitkamp, A., & Schroeder, R. D. (2023). Not all deviance is criminal: Deviance in everyday life and developing a non-criminal deviance scale. Deviant Behavior, 44(12), 1806–1824. https://doi.org/10.1080/01639625.2023.2234069
  57. Mulang, H. (2022). Analysis of the effect of organizational justice work-life balance on employee engagement and turnover intention. Golden Ratio of Human Resource Management, 2(2), 86–97. https://doi.org/10.52970/grhrm.v2i2.169
  58. Nagin, D. S., & Telep, C. W. (2020). Procedural justice and legal compliance. Criminology & Public Policy, 19(3), 761–786. https://doi.org/10.1111/1745-9133.12499
  59. Oliveira, L. B. D., Moreno Junior, V. D. A., & Gonçalves, R. C. (2020). Individual and situational antecedents of counterproductive work behaviours. BAR-Brazilian Administration Review, 17, Article e190126. https://doi.org/10.1590/1807-7692bar2020190126
  60. Orçan, M. (2018). The role of exploratory factor analysis in cross-cultural research: A survey of current practices and recommendations. Educational Sciences: Theory & Practice, 18(4), 725–744.
  61. Ospina, S., & Foldy, E. G. (2020). Identifying and developing effective post-2020 conservation bridging leaders. Conservation Biology, 36(1), 1–11. https://doi.org/10.1111/cobi.13980
  62. Öztürk, D., & Yüksel Poyraz, S. (2021). Employees’ perceptions of justice and workplace deviance: A moderated mediation model of ethical work climate and task type. Turkish Journal of Business Ethics, 14(2), 1–24. https://doi.org/10.12711/tjbe.2021.14.2.2219
  63. Pallant, J. (2016). SPSS survival manual: A step-by-step guide to data analysis using SPSS (5th ed.). McGraw-Hill Education. https://doi.org/10.4324/9781003117452
  64. Piccoli, B., & De Witte, H. (2015). Job insecurity and emotional exhaustion: Testing psychological contract breach versus distributive injustice as indicators of lack of reciprocity. Work & Stress, 29(3), 246–263. https://doi.org/10.1080/02678373.2015.1075624
  65. Rivas, A., González-Briones, A., Hernández, G., Prieto, J., & Chamoso, P. (2021). Artificial neural network analysis of the academic performance of students in virtual learning environments. Neurocomputing, 423, 713–720. https://doi.org/10.1016/j.neucom.2020.02.125
  66. Ruano-Chamorro, E., Rey, L., & Sánchez, J. (2021). Collectivism, power distance, and group harmony: A cross-cultural examination. Journal of Cross-Cultural Psychology, 52(1), 3–20. https://doi.org/10.1177/0022022120968912
  67. Rupp, D. E., Shapiro, D. L., Folger, R., Skarlicki, D. P., & Shao, R. (2017). A critical analysis of the conceptualization and measurement of organizational justice: Is it time for reassessment? Academy of Management Annals, 11(2), 919–959. https://doi.org/10.5465/annals.2014.0051
  68. Samara, G., & Paul, K. (2019). Justice versus fairness in the family business workplace: A socioemotional wealth approach. Business Ethics: A European Review, 28(2), 175–184. https://doi.org/10.1111/beer.12209
  69. Setiawati, T., & Ariani, I. D. (2020). Influence of performance appraisal fairness and job satisfaction through commitment on job performance. Review of Integrative Business and Economics Research, 9(3), 133-151.
  70. Stelten, B. M. L., Dotti, M. T., Verrips, A., Elibol, B., Falik-Zaccai, T. C., Hanman, K., Mignarri, A., Sithole, B., Steiner, R. D., Verma, S., Yahalom, G., Zubarioglu, T., Mochel, F., & Federico, A. (2021). Expert opinion on diagnosing, treating and managing patients with cerebrotendinous xanthomatosis (CTX): A modified Delphi study. Orphanet Journal of Rare Diseases, 16(1). https://doi.org/10.1186/s13023-021-01980-5
  71. Sulaiman Al-A’wasa, D. S. I., & Jawad, D. S. N. (2018). The impact of workplace bullying behaviours on the strategic goals fulfillment: A field study conducted at the Jordan Customs Department (JCD). American International Journal of Contemporary Research, 8(2).
  72. Tanwar, K., & Prasad, A. (2016). Exploring the relationship between employer branding and employee retention. Global Business Review, 17(3), 186S–206S. https://doi.org/10.1177/0972150916631214
  73. Thibaut, J. W., & Walker, L. (1975). Procedural justice: A psychological analysis. In R. J. Lewicki, B. H. Sheppard, & M. H. Bazerman (Eds.), Research on Negotiations in Organizations, Vol. 1 (pp. 43–55). JAI Press.
  74. Van Jaarsveld, D. D., Walker, D. D., Restubog, S. L. D., Skarlicki, D., Chen, Y., & Frické, P. H. (2019). Unpacking the relationship between customer (in)justice and employee turnover outcomes: Can fair supervisor treatment reduce employees’ emotional turmoil? Journal of Service Research, 24(2), 301–319. https://doi.org/10.1177/1094670519883949
  75. Virtanen, M., & Elovainio, M. (2018). Justice at the workplace: A review. Cambridge Quarterly of Healthcare Ethics, 27(2), 306–315. https://doi.org/10.1017/S0963180117000639
  76. Wu, F., Qiao, Y., Chen, J.-H., Wu, C., Qi, T., Lian, J., Liu, D., Xie, X., Gao, J., Wu, W., & Zhou, M. (2020). MIND: A large-scale dataset for news recommendation. ACL Anthology. https://doi.org/10.18653/v1/2020.acl-main.331
  77. Zhang, X., Antwi-Afari, M., Zhang, Y., & Xing, X. (2024). The impact of artificial intelligence on organizational justice and project performance: A systematic literature and science mapping review. Buildings, 14(1), 259. https://doi.org/10.3390/buildings14010259