Akademik Veri Yönetim Sistemi
Tezin Türü: Yüksek Lisans
Tezin Yürütüldüğü Kurum: Orta Doğu Teknik Üniversitesi, Fen Edebiyat Fakültesi, Psikoloji Bölümü, Türkiye
Tezin Onay Tarihi: 2015
Öğrenci: ÖZLEM KARAPINAR
Danışman: HAYRİYE CANAN SÜMER
Özet:The aim of the study was to investigate the moderation effect of organizational justice perceptions in the relationships between integrity and critical organizational outcome variables, namely, job performance, organizational citizenship behavior, and withdrawal behaviors (turnover intentions and absenteeism). High performing employees with constructive organizational behaviors and without withdrawal behaviors are desired by organizations. Integrity tests, widely used in personnel selection (e.g., Bergmann, Mundt, & Illgen, 1990), aim to contribute to the creation of such a work-force. Empirical evidence suggests that integrity test scores significantly explain the variance in task performance (Schmidt & Hunter, 1998) and withdrawal behavior (Van Iddekinge, Roth, Raymark, & Odle-Dusseau, 2012). Organizational justice is defined by Folger and Cropanzano (1998) as the conditions in organizations leading perceptions of being treated fairly or unfairly. In the present study, justice perceptions were expected to moderate the relationships between integrity and interested outcome variables. Two-hundred-eighty-three employees from different branches of an organization in the telecommunications sector in Turkey constituted the sample. Supervisory ratings were used to measure task performance, and absenteeism measure was obtained from personnel files. Other measures were based on self-report. Although organizational justice perceptions moderated the integrity-turnover relationship marginally only, there were some critical findings. Organizational justice perception correlated positively with job performance and OCB; and negatively with turnover intentions. Moreover, integrity correlated positively with OCB and negatively with absenteeism. Age appeared as a critical factor, in fact a moderator, for some relationships. Limitations of the study are discussed and suggestions for future research are presented.