SEARCH RESULT

The aim of this study is to examine the relationship between the organizational justice perceptions and organizational commitment of staff working in the banking sector, based on the assumption that positive organizational perception of justice will strengthen the organizational commitment. The universe of the study is consisted of personnel of public and of private bank in Düzce province center. The created questionnaire form was distributed to the personnel of public banks and private banks by hand. A total of 279 questionnaires were distributed to the staff of 23 bank branches. In the preliminary examination of the questionnaires, as there were incomplete information and all the statements were answered the same in some questionnaires, the the questionnaires in question were excluded from the evaluation. After these exclusions, 220 questionnaires were evaluated. The survey has 7 expression to determine the demographic features of bank personnel (Bank type, age, education, gender, marital status, and the duration of the position status), 20 Likert-type expressions to measure the perceptions of justice (1-Never – 5-always), 18 Likert-type expressions to measure their level of expression and organizational commitment(1-Strongly disagree – 5-strongly agree). In this context, with the personnel of a total of 23 public and private bank branches in Düzce province center, the data of the study have been obtained. When the averages of the organizational justice dimensions are looked, the average of procedural justice is high (average: 3.7006), the average of the distributive justice is high (average: 3.7749) and the average of the interactional justice is high (average: 4.1227). In other words, bank personnel answered "often" to the statements of organizational justice scale and indicated that they agree with these statements. Regarding these data, it can be said that bank personnel perceive procedural justice, distributive justice and interactional justice at a high level. When the average values of expressions in organizational commitment scale are analyzed, affective commitment is high (average: 3.5158), the continuation commitment is moderate (average: 2.9514) and normative commitment is high (average: 3.4082). As a result of the analysis, it is seen that there is a positive correlation between organizational justice and organizational commitment. In public banks and in private banks where the application was made, the perception of organizational justice can be said to be satisfactory. The fact that organizational justice is at a satisfactory level, increases the commitment of the bank personnel to the institution (the affective and normative commitments are at a high level, the continuation commitment is a at moderate level). In addition, the perception of interactional justice is higher than other justice perceptions. In this case, it can be said that the managers' attitudes and behaviors towards the personnel are perceived positively and fairly by the personnel. The relationship between organizational justice and organizational commitment in the research is being studied comparatively on both public and private bank staff.

Business and Organization Research (International Conference)
BOR

Ömer KESKİN Şaban ESEN

Based on the assumption that person-job fit, proactive personality structure and proactive work behaviour increases the performance of academic staff (academic incentive scores), the aim of the study is to examine the relationship between these issues and the performance of the academic staff in Bartın University. 3 Likert-type scales (1-Strongly Disagree– 5-Strongly Agree) consisted of 9 questions were used in the survey in order to evaluate the views of the participants in terms of person-jop fit, proactive personality and proactive work behaviour. 5 questions were asked to the participants (Gender, academic title, duration of academic duty, whether taking any administrative duties and the field of expertise according to the associate professorship criterion) in order to identify the demographic characteristics of the academic personnel participated in the study. Furthermore, academic incentive scores of participants for 2015 and 2016 years were asked to each participant. The population of the research is consisted of 455 academic personnel working in Bartın University in 2017. When the average of the person-jop fit, proactive personality and proactive work behaviour are examined, we can state that the average of proactive personality dimension is high (average: 3.99), the average of proactive work behaviour dimension is high (average: 3.96) and lastly the average of personjop fit dimension is also high (average: 3.77). It has been understood from these results that the participants have highly proactive personalities and present a proactive working behavior. Moreover, it could be noted that the participants are compatible with their jobs. According to the analysis results, it has been stated that the participants are compatible with their jobs, they set out the characters of proactive personality and they tend to perform proactive working. Moreover, it has been highlighted that there is a positive relation among these three variables. According to the correlation analysis result where the relation between these three variables and the academic performance is calculated, it has been found that there is a minor relationship between person-jop fit, proactive personality, proactive work behaviour and the academic performance. On the contrary, it was found that there was no statistically significant relation among them. It has been revealed that that while there was a negative relationship between academic titles from their demographic features and their academic performance, there was a positive relation with the duration of their duties. Bu çalışmanın amacı, kişi iş uyumu, proaktif kişilik yapısı ve proaktif çalışmanın akademik performansı arttıracağı varsayımından yola çıkarak, bu konularla Bartın Üniversitesi’ nde görev yapan akademik personelin performansı (akademik teşvik puanları) arasındaki ilişkiyi incelemektir. Ankette katılımcıların kişi iş uyumu, proaktif kişilik ve proaktif çalışma ile ilgili görüşlerini değerlendirmek amacıyla 9’ ar sorudan oluşan, likert tipi (1- Hiç Katılmıyorum – 5-Tamamen Katılıyorum) üç ölçek kullanılmıştır. Çalışmaya katılan akademik personelin demografik özelliklerini belirlemek amacıyla katılımcılara 5 adet (Cinsiyet, akademik unvan, akademik görev süresi, idari görev alıp almama ve doçentlik kriterine göre uzmanlık alanı) soru yöneltilmiştir. Ayrıca 2015 ve 2016 yıllarına ait akademik teşvik puanları da katılımcılardan ayrı ayrı istenmiştir. Araştırmanın evrenini, 2017 yılında Bartın Üniversitesi’nde görev yapan 455 akademik personel oluşturmaktadır. Kişi iş uyumu, proaktif kişilik ve proaktif çalışma boyutlarının ortalamalarına bakıldığında proaktif kişilik boyutunun ortalamasının yüksek ( ortalama: 3.99), proaktif çalışma boyutunun ortalamasının yüksek (ortalama: 3.96) ve son olarak da kişi iş uyumu boyutunun ortalamasının da yüksek (ortalama: 3.77) olduğunu söyleyebiliriz. Bu sonuçlardan da anlaşılacağı üzere, araştırmaya katılanların yüksek düzeyde proaktif bir kişilik ve proaktif çalışmaya davranışı sergiledikleri ifade edilebilir. Yine, katılımcıların yaptıkları işle uyumlu olduklarını söylenebilir. Yapılan analizler sonucunda katılımcıların yaptıkları işle uyumlu oldukları, proaktif kişilik özelliği sergiledikleri ve proaktif çalışma yapma eğiliminde oldukları söylenebilir. Ayrıca bu üç değişkenin birbirleri ile pozitif bir ilişkiye sahip olduğu da ortaya konmuştur. Bu üç değişkenle akademik performans arasındaki ilişkinin ölçüldüğü korelasyon analizi sonucuna göre ise; kişi iş uyumu, proaktif kişilik ve proaktif çalışma ile akademik performans arasında çok az ilişkinin olduğu fakat bu ilişkilerinde istatistiksel açıdan anlamlı olmadığı sonucuna ulaşılmıştır. Akademik personelin demografik özelliklerinden unvanları ile akademik performansları arasında negatif bir ilişkinin olduğu, görev süreleri ile de pozitif bir ilişkinin olduğu tespit edilmiştir.

Business and Organization Research (International Conference)
BOR

Uğur YAZICI Şaban ESEN