Araştırma Makalesi
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Do Managers Treat More Fairly Their Subordinates Who Are Compatible with Themselves?

Yıl 2022, Cilt: 4 Sayı: 2, 112 - 126, 30.07.2022

Öz

Organizational justice literature, which generally focuses on employee perceptions, has sparked interest in what lies behind managers’ fair or unfair behavior. As a result, the argument has been made that employees are not passive recipients of organizational justice and that they have control over the treatment they receive as a recipient of organizational justice. In other words, employees can use their personal or professional characteristics to influence managers’ fairness. Thus, “What characteristics of employees lead managers to act more fairly?” the question arises. This study is based on this question, and it aims to learn how managers’ perceptions of person-supervisor fit influence their fair or unjust treatment of their employees. An online questionnaire was administered to 542 managers in the public and private sectors in this direction. Managers stated that subordinates who managers perceive as person-supervisor fit are treated more fairly in terms of distribution, procedure, interpersonal, and information, according to the present study’s main findings.

Kaynakça

  • Akbaş, T. T. (2011). Algılanan kişi-örgüt uyumunun örgütsel vatandaşlık davranışları üzerindeki etkisi: Görgül bir araştırma. Yönetim Bilimleri Dergisi, 9(1), 55-81.
  • Astakhova, M. N. (2016). Explaining the effects of perceived person-supervisor fit and person-organization fit on organizational commitment in the US and Japan. Journal of Business Research, 69(2), 956-963.
  • Beugre, C. D. (1998). Managing fairness in organizations. Greenwood Publishing Group.
  • Cable M. D. & Judge, T. A. (1994). Pay-preferences and job search decisions: A person-organization fit perspective. Personel Psychology, 47, 317-349.
  • Cable M. D. & Judge, T. A. (1996). Person-organization fit, job choice decisions and organizational entry. Organizational Behavior and Human Decision Processes, 67(3), 294-311. Cable, D. M. & DeRue, D. S. (2002). The convergent and discriminant validity of subjective fit perceptions. Journal of Applied Psychology, 87(5), 875-884.
  • Chatman, J. A. (1989). Improving interactional organizational research: A model of person-organization fit. Academy of management Review, 14(3), 333-349.
  • Cohen-Charash, Y. & Spector, P. E. (2001). The role of justice in organizations: A meta-analysis. Organizational Behavior and Human Decision Processes, 86(2), 278-321.
  • Colquitt, J. A. (2001). On the dimensionality of organizational justice: A construct validation of a measure. Journal of Applied Psychology, 86(3), 386-400.
  • Cornelis, I., Van Hiel, A. & De Cremer, D. (2012). The effect of followers’ belongingness needs on leaders’ procedural fairness enactment: Mediation through interpersonal and team, Attraction. Journal of Personnel Psychology, 11(1), 31-39.
  • Coyle-Shapiro, J. A. M. & Kessler, I. (2002). Exploring reciprocity through the lens of the psychological contract: Employee and employer perspectives. European Journal of Work and Organizational Psychology, 11(1), 69-86.
  • Cropanzano, R., Bowen, D. E. & Gilliland, S. W. (2007). The management of organizational justice. Academy of Management Perspectives, 21(4), 34-48.
  • Cropanzano, R., Byrne, Z. S., Bobocel, D. R. & Rupp, D. E. (2001). Moral virtues, fairness heuristics, social entities, and other denizens of organizational justice. Journal of Vocational Behavior, 58(2), 164-209.
  • Demirtaş, H. A. (2003). Sosyal kimlik kuramı, temel kavram ve varsayımlar. İletişim Araştırmaları, 1(1), 123-144.
  • Edwards, J. R., Caplan, R. D. & Harrison, R. V. (1998). Person-environment fit theory: Conceptual foundations, empirical evidence, and directions for future research. C. L. Cooper (Ed.), Theories of Organizational Stress (ss. 28-67). Oxford: Oxford University Press.
  • Gunkel, M., Schlaegel, C. & Taras, V. (2016). Cultural values, emotional intelligence, and conflict handling styles: A global study. Journal of World Business, 51(4), 568-585.
  • Hair J. F., Black W. C., Babin B. J., Anderson R. E. & Tatham R. L. (2006). Multivariate data analysis. New Jersey: Pearson Prentice Hall. Harman, H.H. (1976). Modern factor analysis. Chicago: University of Chicago Press.
  • Huang, J. L., Cropanzano, R., Li, A., Shao, P., Zhang, X. & Li, Y. (2017). Employee conscientiousness, agreeableness, and supervisor justice rule compliance: A three-study investigation. Journal of Applied Psychology, 102(11), 1564-1589.
  • García-Guiu, C., Molero, F. & Moriano, J. A. (2015). Authentic leadership and its influence on group cohesion and organizational identification: The role of organizational justice as a mediating variable. Revista de Psicología Social, 30(1), 60-88.
  • 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.
  • Gürkan, G. Ç. & Akay D. (2021). Sağlık Çalışanlarında Etik Lider Algısının Bireysel Yenilikçilik Düzeyi Üzerindeki Etkisi. Journal of Organizational Behavior Review, 3(1), 1-18.
  • Ilkim, N., & Derin, N. (2018). Algılanan iş güvencesizliği, iş tatmini ve birey-örgüt uyumu kavramları arasındaki ilişkiler. Sosyal Ekonomik Araştırmalar Dergisi, 18(36), 238-254.
  • Kılıç, M. Y. (2020). Otantik liderlik davranışlarının, örgütsel adalet ve öğretmenlerin iş tatmini üzerine etkisinin incelenmesi. Kastamonu Eğitim Dergisi, 28(6), 2271- 2283.
  • Kılıç, K. C. & Yener, D. (2015). Birey-örgüt ve birey-ı̇ş uyumunun çalışanların ı̇ş tutumlarına etkisi: Adana ı̇linde bankacılık sektöründe çalışanlar üzerine bir araştırma. Ç.Ü. Sosyal Bilimler Enstitüsü Dergisi, 24(1), 161-174.
  • Koopman, J., Matta, F. K., Scott, B. A. & Conlon, D. E. (2015). Ingratiation and popularity as antecedents of justice: A social exchange and social capital perspective. Organizational Behavior and Human Decision Processes, 131, 132-148.
  • Kristof, A. L. (1996). Person-organization fit: An integrative review of its conceptualizations, measurement, and implications. Personnel Psychology, 49, 1-49.
  • Kristof‐Brown, A. L., Zimmerman, R. D. & Johnson, E. C. (2005). Consequences of individuals fit at work: A meta‐analysis of person-job, person-organization, person-group, and person-supervisor fit. Personnel Psychology, 58(2), 281-342.
  • Leventhal, G. S. (1980). What should be done with equity theory?. K. J. Gergen, M. S. Greenberg ve R. H. Willis (Eds.), Social exchange (ss.27-55). Boston: Springer.
  • Meglino B. M. & Ravlin, E. C. (1998). Individual values in organizations: Concepts, controversies, and research. Journal of Management, 24(3), 351-389.
  • Moorman, R. H. (1991). Relationship between organizational fairness and organizational citizenship behaviors: Do fairness perceptions influence employee citizenship?. Journal of Applied Psychology, 76(6), 845-855.
  • Muchinsky, P. M. & Monahan, C. J. (1987). What is person-environment congruence? Supplementary versus complementary models of fit. Journal of Vocational Behavior, 31(3), 268-277.
  • Nunally, J. C. (1978). Psychometric theory. New York: McGraw-Hill.
  • Podsakoff, P. M., MacKenzie, S. B., Lee, J. Y. & Podsakoff, N. P. (2003). Common method biases in behavioral research: A critical review of the literature and recommended remedies. Journal of Applied Psychology, 88(5), 879-903.
  • Polatçı, S. & Cindiloğlu, M., (2013). Kişi-örgüt uyumunun örgütsel vatandaşlık davranışına etkisi: Duygusal bağlılığın aracılık rolü. İktisadi ve İdari Bilimler Fakültesi Dergisi, 18(3), 299-318.
  • Scott, B. A., Colquitt, J. A. & Zapata-Phelan C. P. (2007) Justice as a dependent variable: Subordinate charisma as a predictor of interpersonal and informational justice perceptions. Journal of Applied Psychology, 92(6), 1597-1609.
  • Scott, B. A., Colquitt, J. A. & Paddock, E. L. (2009). An actor-focused model of justice rule adherence and violation: The role of managerial motives and discretion. Journal of Applied Psychology, 94(3), 756-769.
  • Scott, B. A., Garza, A. S., Conlon, D. E. & Kim, Y. J. (2014). Why do managers act fairly in the first place? A daily investigation of “hot” and “cold” motives and discretion. Academy of Management Journal, 57(6), 1571-1591.
  • Sherf, E. N., Venkataramani, V., & Gajendran, R. S. (2019). Too busy to be fair? The effect of workload and rewards on managers’ justice rule adherence. Academy of Management Journal, 62(2), 469-502.
  • Sıpahi, G. A. & Kesen, M. (2016). The effect of organizational commitment on person-organization fit and turnover intention in five-star hotel. Eurasian Academy of Sciences Eurasian Business & Economics Journal, 2, 340-352.
  • Seppälä, T., Lipponen, J., Pirttilä-Backman, A. M. & Lipsanen, J. (2012). A trust-focused model of leaders’ fairness enactment. Journal of Personnel Psychology, 11(1), 2190-5150.
  • Tajfel, H. (1974). Social identity and intergroup behaviour. Social Science Information, 13(2), 65-93.
  • Turner, J. (1987). Rediscovering the social group: A şelf categorization theory. Oxford: Basil Blakcwell.
  • Xinlu, P. & Vinitwatanakhun, W. (2021). A study of the relationship between teachers’ perceptions towards principal’s transformational leadership style and organizational justice at a junior high school, Chongqing, China. Scholar: Human Sciences, 13(1), 379-392.
  • Wang, X., Liu, Z., Wen, X. & Xiao, Q. (2022). An implicit leadership theory lens on leader humility and employee outcomes: Examining individual and organizational contingencies. Tourism Management. https://doi.org/10.1016/j.tourman.2021.104448
  • Wells, J. E. & Walker, N. A. (2016). Organizational change and justice: The impact of transparent and ethical leaders. Journal of Intercollegiate Sport, 9(2), 179-199.
  • Yazıcı, N. & Yürür, S. (2019). Birey-örgüt uyumu ve örgütsel adalet: Uyum her zaman iyi midir?. İzmir İktisat Dergisi, 34(2), 213-224. Yücel, İ. & Çetinkaya, B. (2016). Birey-örgüt uyumu ile örgütsel bağlılık arasındaki ilişkide cinsiyetin rolü: Kayseri örneği. Aksaray Üniversitesi İktisadi ve İdari Bilimler Fakültesi Dergisi, 8(3), 17-30.
  • Zapata, C. P., Olsen, J. E. & Martins, L. L. (2013). Social exchange from the supervisor’s perspective: Employee trustworthiness as a predictor of interpersonal and informational justice. Organizational Behavior and Human Decision Processes, 121(1), 1-12.
  • Zhao, H. (2009). The Effects of Personal- Organization Fit and Organizational Citizenship Behavior on Contextual Performance: An Empirical Research. Chinese Journal of Management, 6(3), 342-347.
  • Zhao, G., Chen, Y. & Brockner, J. (2015). What influences managers' procedural fairness towards their subordinates? The role of subordinates' trustworthiness. Journal of Experimental Social Psychology, 59, 96-112.
  • Zheng, M. X., Schuh, S. C., Dijke, M. & De Cremer, D. (2020). Procedural justice enactment as an instrument of position protection: The three‐way interaction between leader’s power position stability, followers’ warmth, and followers’ competence. Journal of Organizational Behavior

Yöneticiler Kendileriyle Uyumlu Astlarına Daha mı Adil Davranır?

Yıl 2022, Cilt: 4 Sayı: 2, 112 - 126, 30.07.2022

Öz

Genellikle çalışanların algısına odaklanan örgütsel adalet yazınında yöneticilerin adil ya da adil olmayan davranışlarının arka planında neler olduğu merak uyandırmaya başlamıştır. Çalışanların adalete ilişkin kararlardan pasif olarak etkilenmediğini hatta örgütteki adil ya da adaletsiz davranışları yönlendirebilecekleri tartışılmaktadır. Yani, çalışanlar sahip olduğu kişisel özellikleriyle ya da profesyonel özellikleriyle yöneticilerin adil davranışlarına yön verebilir. Öyleyse “Çalışanların hangi özellikleri yöneticileri daha adil davranmaya yönlendirir?” sorusu gündeme gelmektedir. Bu sorudan yola çıkarak bu çalışmada, yöneticilerin astlarına karşı adil ya da adaletsiz davranışlar sergilemesinde ast-üst uyumu (person-supervisor fit) algılarının nasıl bir etkisi olduğunu anlamak amaçlanmıştır. Bu doğrultuda, kamu kurumlarında ve özel sektörde çalışan 542 yöneticiye çevrim içi anket uygulanmıştır. Araştırmanın öne çıkan bulgularına göre; yöneticiler ast-üst uyumu algıladıkları astlarının dağıtım, prosedür, kişilerarası ve bilgilendirme açışından daha adil muamele gördüklerini ifade etmiştir.

Kaynakça

  • Akbaş, T. T. (2011). Algılanan kişi-örgüt uyumunun örgütsel vatandaşlık davranışları üzerindeki etkisi: Görgül bir araştırma. Yönetim Bilimleri Dergisi, 9(1), 55-81.
  • Astakhova, M. N. (2016). Explaining the effects of perceived person-supervisor fit and person-organization fit on organizational commitment in the US and Japan. Journal of Business Research, 69(2), 956-963.
  • Beugre, C. D. (1998). Managing fairness in organizations. Greenwood Publishing Group.
  • Cable M. D. & Judge, T. A. (1994). Pay-preferences and job search decisions: A person-organization fit perspective. Personel Psychology, 47, 317-349.
  • Cable M. D. & Judge, T. A. (1996). Person-organization fit, job choice decisions and organizational entry. Organizational Behavior and Human Decision Processes, 67(3), 294-311. Cable, D. M. & DeRue, D. S. (2002). The convergent and discriminant validity of subjective fit perceptions. Journal of Applied Psychology, 87(5), 875-884.
  • Chatman, J. A. (1989). Improving interactional organizational research: A model of person-organization fit. Academy of management Review, 14(3), 333-349.
  • Cohen-Charash, Y. & Spector, P. E. (2001). The role of justice in organizations: A meta-analysis. Organizational Behavior and Human Decision Processes, 86(2), 278-321.
  • Colquitt, J. A. (2001). On the dimensionality of organizational justice: A construct validation of a measure. Journal of Applied Psychology, 86(3), 386-400.
  • Cornelis, I., Van Hiel, A. & De Cremer, D. (2012). The effect of followers’ belongingness needs on leaders’ procedural fairness enactment: Mediation through interpersonal and team, Attraction. Journal of Personnel Psychology, 11(1), 31-39.
  • Coyle-Shapiro, J. A. M. & Kessler, I. (2002). Exploring reciprocity through the lens of the psychological contract: Employee and employer perspectives. European Journal of Work and Organizational Psychology, 11(1), 69-86.
  • Cropanzano, R., Bowen, D. E. & Gilliland, S. W. (2007). The management of organizational justice. Academy of Management Perspectives, 21(4), 34-48.
  • Cropanzano, R., Byrne, Z. S., Bobocel, D. R. & Rupp, D. E. (2001). Moral virtues, fairness heuristics, social entities, and other denizens of organizational justice. Journal of Vocational Behavior, 58(2), 164-209.
  • Demirtaş, H. A. (2003). Sosyal kimlik kuramı, temel kavram ve varsayımlar. İletişim Araştırmaları, 1(1), 123-144.
  • Edwards, J. R., Caplan, R. D. & Harrison, R. V. (1998). Person-environment fit theory: Conceptual foundations, empirical evidence, and directions for future research. C. L. Cooper (Ed.), Theories of Organizational Stress (ss. 28-67). Oxford: Oxford University Press.
  • Gunkel, M., Schlaegel, C. & Taras, V. (2016). Cultural values, emotional intelligence, and conflict handling styles: A global study. Journal of World Business, 51(4), 568-585.
  • Hair J. F., Black W. C., Babin B. J., Anderson R. E. & Tatham R. L. (2006). Multivariate data analysis. New Jersey: Pearson Prentice Hall. Harman, H.H. (1976). Modern factor analysis. Chicago: University of Chicago Press.
  • Huang, J. L., Cropanzano, R., Li, A., Shao, P., Zhang, X. & Li, Y. (2017). Employee conscientiousness, agreeableness, and supervisor justice rule compliance: A three-study investigation. Journal of Applied Psychology, 102(11), 1564-1589.
  • García-Guiu, C., Molero, F. & Moriano, J. A. (2015). Authentic leadership and its influence on group cohesion and organizational identification: The role of organizational justice as a mediating variable. Revista de Psicología Social, 30(1), 60-88.
  • 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.
  • Gürkan, G. Ç. & Akay D. (2021). Sağlık Çalışanlarında Etik Lider Algısının Bireysel Yenilikçilik Düzeyi Üzerindeki Etkisi. Journal of Organizational Behavior Review, 3(1), 1-18.
  • Ilkim, N., & Derin, N. (2018). Algılanan iş güvencesizliği, iş tatmini ve birey-örgüt uyumu kavramları arasındaki ilişkiler. Sosyal Ekonomik Araştırmalar Dergisi, 18(36), 238-254.
  • Kılıç, M. Y. (2020). Otantik liderlik davranışlarının, örgütsel adalet ve öğretmenlerin iş tatmini üzerine etkisinin incelenmesi. Kastamonu Eğitim Dergisi, 28(6), 2271- 2283.
  • Kılıç, K. C. & Yener, D. (2015). Birey-örgüt ve birey-ı̇ş uyumunun çalışanların ı̇ş tutumlarına etkisi: Adana ı̇linde bankacılık sektöründe çalışanlar üzerine bir araştırma. Ç.Ü. Sosyal Bilimler Enstitüsü Dergisi, 24(1), 161-174.
  • Koopman, J., Matta, F. K., Scott, B. A. & Conlon, D. E. (2015). Ingratiation and popularity as antecedents of justice: A social exchange and social capital perspective. Organizational Behavior and Human Decision Processes, 131, 132-148.
  • Kristof, A. L. (1996). Person-organization fit: An integrative review of its conceptualizations, measurement, and implications. Personnel Psychology, 49, 1-49.
  • Kristof‐Brown, A. L., Zimmerman, R. D. & Johnson, E. C. (2005). Consequences of individuals fit at work: A meta‐analysis of person-job, person-organization, person-group, and person-supervisor fit. Personnel Psychology, 58(2), 281-342.
  • Leventhal, G. S. (1980). What should be done with equity theory?. K. J. Gergen, M. S. Greenberg ve R. H. Willis (Eds.), Social exchange (ss.27-55). Boston: Springer.
  • Meglino B. M. & Ravlin, E. C. (1998). Individual values in organizations: Concepts, controversies, and research. Journal of Management, 24(3), 351-389.
  • Moorman, R. H. (1991). Relationship between organizational fairness and organizational citizenship behaviors: Do fairness perceptions influence employee citizenship?. Journal of Applied Psychology, 76(6), 845-855.
  • Muchinsky, P. M. & Monahan, C. J. (1987). What is person-environment congruence? Supplementary versus complementary models of fit. Journal of Vocational Behavior, 31(3), 268-277.
  • Nunally, J. C. (1978). Psychometric theory. New York: McGraw-Hill.
  • Podsakoff, P. M., MacKenzie, S. B., Lee, J. Y. & Podsakoff, N. P. (2003). Common method biases in behavioral research: A critical review of the literature and recommended remedies. Journal of Applied Psychology, 88(5), 879-903.
  • Polatçı, S. & Cindiloğlu, M., (2013). Kişi-örgüt uyumunun örgütsel vatandaşlık davranışına etkisi: Duygusal bağlılığın aracılık rolü. İktisadi ve İdari Bilimler Fakültesi Dergisi, 18(3), 299-318.
  • Scott, B. A., Colquitt, J. A. & Zapata-Phelan C. P. (2007) Justice as a dependent variable: Subordinate charisma as a predictor of interpersonal and informational justice perceptions. Journal of Applied Psychology, 92(6), 1597-1609.
  • Scott, B. A., Colquitt, J. A. & Paddock, E. L. (2009). An actor-focused model of justice rule adherence and violation: The role of managerial motives and discretion. Journal of Applied Psychology, 94(3), 756-769.
  • Scott, B. A., Garza, A. S., Conlon, D. E. & Kim, Y. J. (2014). Why do managers act fairly in the first place? A daily investigation of “hot” and “cold” motives and discretion. Academy of Management Journal, 57(6), 1571-1591.
  • Sherf, E. N., Venkataramani, V., & Gajendran, R. S. (2019). Too busy to be fair? The effect of workload and rewards on managers’ justice rule adherence. Academy of Management Journal, 62(2), 469-502.
  • Sıpahi, G. A. & Kesen, M. (2016). The effect of organizational commitment on person-organization fit and turnover intention in five-star hotel. Eurasian Academy of Sciences Eurasian Business & Economics Journal, 2, 340-352.
  • Seppälä, T., Lipponen, J., Pirttilä-Backman, A. M. & Lipsanen, J. (2012). A trust-focused model of leaders’ fairness enactment. Journal of Personnel Psychology, 11(1), 2190-5150.
  • Tajfel, H. (1974). Social identity and intergroup behaviour. Social Science Information, 13(2), 65-93.
  • Turner, J. (1987). Rediscovering the social group: A şelf categorization theory. Oxford: Basil Blakcwell.
  • Xinlu, P. & Vinitwatanakhun, W. (2021). A study of the relationship between teachers’ perceptions towards principal’s transformational leadership style and organizational justice at a junior high school, Chongqing, China. Scholar: Human Sciences, 13(1), 379-392.
  • Wang, X., Liu, Z., Wen, X. & Xiao, Q. (2022). An implicit leadership theory lens on leader humility and employee outcomes: Examining individual and organizational contingencies. Tourism Management. https://doi.org/10.1016/j.tourman.2021.104448
  • Wells, J. E. & Walker, N. A. (2016). Organizational change and justice: The impact of transparent and ethical leaders. Journal of Intercollegiate Sport, 9(2), 179-199.
  • Yazıcı, N. & Yürür, S. (2019). Birey-örgüt uyumu ve örgütsel adalet: Uyum her zaman iyi midir?. İzmir İktisat Dergisi, 34(2), 213-224. Yücel, İ. & Çetinkaya, B. (2016). Birey-örgüt uyumu ile örgütsel bağlılık arasındaki ilişkide cinsiyetin rolü: Kayseri örneği. Aksaray Üniversitesi İktisadi ve İdari Bilimler Fakültesi Dergisi, 8(3), 17-30.
  • Zapata, C. P., Olsen, J. E. & Martins, L. L. (2013). Social exchange from the supervisor’s perspective: Employee trustworthiness as a predictor of interpersonal and informational justice. Organizational Behavior and Human Decision Processes, 121(1), 1-12.
  • Zhao, H. (2009). The Effects of Personal- Organization Fit and Organizational Citizenship Behavior on Contextual Performance: An Empirical Research. Chinese Journal of Management, 6(3), 342-347.
  • Zhao, G., Chen, Y. & Brockner, J. (2015). What influences managers' procedural fairness towards their subordinates? The role of subordinates' trustworthiness. Journal of Experimental Social Psychology, 59, 96-112.
  • Zheng, M. X., Schuh, S. C., Dijke, M. & De Cremer, D. (2020). Procedural justice enactment as an instrument of position protection: The three‐way interaction between leader’s power position stability, followers’ warmth, and followers’ competence. Journal of Organizational Behavior
Toplam 49 adet kaynakça vardır.

Ayrıntılar

Birincil Dil Türkçe
Konular Psikolojide Davranış-Kişilik Değerlendirmesi
Bölüm Araştırma Makaleleri
Yazarlar

Nihal Yazıcı 0000-0001-9378-0998

Senay Yürür 0000-0002-3859-9827

Yayımlanma Tarihi 30 Temmuz 2022
Gönderilme Tarihi 16 Mart 2022
Yayımlandığı Sayı Yıl 2022 Cilt: 4 Sayı: 2

Kaynak Göster

APA Yazıcı, N., & Yürür, S. (2022). Yöneticiler Kendileriyle Uyumlu Astlarına Daha mı Adil Davranır?. Journal of Organizational Behavior Review, 4(2), 112-126.