The examination of relationship between organizational culture and organizational justice : A study of employees serving in public institutions in Turkey

The impact of organizational culture on organizational justice perception becomes more of an issue with regards to adoption of culture and achievement of organizational aims by employees. Employees who do not have the... [ view full abstract ]

The impact of organizational culture on organizational justice perception becomes more of an issue with regards to adoption of culture and achievement of organizational aims by employees. Employees who do not have the perception of organizational justice, including their perceptions of how fairly treated employees are at work, can not be expected to adopt organizational culture.

In addition to the literature review, a public institution operating in the service sector was examined within the scope of the "case study". Qualitative and quantitative methods were used together to reach the data in the research. These; semi-structured interview, observation, and standardized questionnaire. Documents related to the institution were collected and necessary studies were made in order to recognize the structure and operation of the institution to be examined in the first stage. In the second phase, a standardized questionnaire form consisting of two parts was used as a means of collecting data on perception of organizational culture and organizational justice. Correlation and regression analyzes were used to test the relationships between variables, and t-test and one-way ANOVA were used to test differences between groups. In the third phase, a semi-structured interview was conducted with senior and middle level managers in the organization.

Within the scope of the research result, the dominance of organizational culture dimensions were examined in terms of different demographic characteristics. As a result of unit - based evaluation, success and support cultures were found to be more dominant than other dimensions, and power cultures were found to be weakest in unit basis. When the situation is examined in terms of organizational justice dimensions, the most perceived perception is the perception of interaction justice, while the weakest perception is perception of distribution justice. When the organizational culture was evaluated in terms of organizational justice effect, hierarchical culture had the highest effect on procedural justice perception, and it was found that success culture had the highest effect on interaction justice. It is thought that the findings of the research will reveal the dimensions or dimensions of the culture that are supposed to be for the organization, and it will contribute to the institution to have a higher sense of justice in this direction by encouraging the work to be done in this direction.