Author

  • Şaban ESEN

    • Bartin University, Bartin, Turkey
    • Türkiye

  • Aslı ÇİLLİOĞLU KARADEMİR

    • Hacettepe University, Ankara, Turkey
    • Türkiye

Abstract

The purpose of this study is to investigate the relationship between the individuals’ perceptions of justice in the organizations they work in and the personality tendencies of individualism or collectivism they have. For that reason, firstly the concept of organizational justice and the values of collectivism and individualism were explained; their relationship was mentioned through theoretical and empirical studies in the literature. As measurement tool, survey method was used. The surveys were conducted on 133 academicians working at Bartin University which is one of the state universities in Turkey. As a result of doing reliability analysis and factor analysis, the last form of scale was given. The perceived organizational justice handled in the scale was composed of three dimensions which are distributive justice, procedural justice and interactional justice; and despite individualism and collectivism have four sub-dimensions (horizontal individualism, vertical individualism, horizontal collectivism and vertical collectivism) this was not taken into account in the study and they were discussed from only individualism and collectivism dimensions. In consequence of ANOVA analyses performed, it is found that there is a low relation between collectivism value and distributive justice as well as between individualism value and interactional justice. The findings of ANOVA analysis showed that in the demographic characteristics only the title variable groups showed significant differences between interactional justice and individualism. By multi-regression analysis, it is seen that as much as procedural justice increases the exhibited collectivism characteristic increases, in similar way as much as distributive justice increases the collectivism characteristic increases. There was no obvious significant correlation between individualism variable and justice dimensions.

Keywords

References

  • Berry, J. B. , Portinga, Y. H., Marshall, H. S. & Dosen, P. R. (1992). Cross Cultural Psychology Research and Applications, Cambridge University Press.
  • Beugre, C. D. (2002). Understanding Organizational Justice and Its Impact on Managing Employees: An African Perspective. The International Journal of Human Resource Management , 13(7), 10911104.
  • Beugre, C. D.(1998). Managing Fairness in Organizations. Greenwood Publishing Group, Westport, CT, USA.
  • Bobko, P. (2001). Correlation and Regression: Applications for Industrial Organizational Psychology and Management. SAGE Publications.
  • Clugston, M. (2000), The mediating effects of multidimensional commitment on satisfaction and intent to leave. Journal of Organizational Behavior , 21(4), 477-486.
  • Cohen-Charash, Y. & Paul Spector, P. (2001). The Role of Justice in Organizations: A Meta Analysis. Organizational Behavior and Human Decision Process, 86(2), 278-321.
  • Colquitt, J. A. & Chertkoff, J. M. (2002). Explaining Injustice: The Interactive Effect Of Explanation And Outcome On Fairness Perceptions And Task Motivation. Journal of Management , 28(5), 591-610.
  • Colquitt, J. A. (2001). On the Dimensionality of Organizational Justice: A Construct Validation of a Measure. Journal of Applied Psychology , 86(3), 386-400.
  • Colquitt, J. A.,Conlon, D. E.,Wesson, M. J.,Porter, C. O. L. H., Ng, K. Y. (2001). Justice At The Millennium: A Meta Analytic Review of 25 Years of Organizational Justice Research, Journal of Applied Psychology , 86 (3), 425.
  • Cropanzona, R. & Folger, R. (1998). Organizational Justice and Human Resource Management. London: Sage Publications.
  • De Cremer, D. (2002). The Self-Relevant Implications of Distribution Rules: When Self-Esteem and Acceptance Are Influenced by Violations of Equity Rule. Social Justice Research , 15(4), 327-339.
  • Dhanasarnsilp, P., Johnson, H. & Chaipoopirutana, S. (2006). An Investigation of Work Values and Resulting Job Satisfaction in Relation to Two Work Roles in Thailand. The Business Review , 5(1), 161-170.
  • Dieckmann, K. A., Zoe I. B. & Haris, S. (2004). Uncertainity, Fairness Perceptions, and Job Satisfaction: A Field Study. Social Justice Research , 7(3), 237-255.
  • Feather, N. T. (1994). Human Values and Their Relation to Justice. Journal of Social Issues , 50, 129-151.
  • Folger, R. & Konovski, M. A. (1989). Effects of Procedural and Distributive Justice On Reactions To Pay Raise Decisions. Academy of Management Journal , 32(1), 111-130.
  • Greenberg, J. (1990). Organizational Justice: Yesterday,Today, and Tomorrow. Journal of Management, 16(2), 399-432.
  • Greenberg, J. (1990). Employee theft as a reaction tounderpayment inequity: The hidden cost of pay cuts. Journal of Applied Psychology , 75, 561-568.
  • Greenberg, J. (1987). A Taxonomy of Organizational Justice Theories. Academy of Management Review ,12 (1), 9-22.
  • Gudykunst, W. B. & Lee, C. M. (2003). Assessing the validity of self-construal scales: A response to Levine et al. Human Communication Research , 29(2), 253-274.
  • Hofstede, G. (2001). Culture Consequences; Comparing Values, Behaviors, Institutions and Organizations Accross Nations. Second Editions, Sage Publications Inc.
  • Hofstede, G. (1980). Motivation, Leadership and Organization: Do American Theories Apply Abroad? Organizational Dynamics , 2, 42-63.
  • Johnson, R. E., Selenta C. & Lord, R. G. (2005). When organizational justice and the self-concept meet: consequences for the organization and its memers. Organizational Behavior and Human Decision Processes , 99, 175-201.
  • Lam,S. S. K., Schaubroeck, J. & Aryee, S. (2002). Relationship between Organizational Justice and Employee Work Outcomes: A Cross-National Study. Journal of Organizational Behavior , 23(1), 1-18.
  • Lipponen, J., Olkkonen, M. E. & Myyry, L. (2004). Personal Value Orientation as a Moderator in the Relationships Between Perceived Organizational Justice and its Hypothesized Consequences. Social Justice Research , 17(3), 275–292.
  • Markus, H. R. & Kitayama, S. (1991). Culture and self: implications for cognition, emotion and motivation. Psychological Review , 98 (2), 224-253.
  • Meglino, B. M. & Ravlin, E. C. (1998). Individual Values in Organizations: Concepts, Controversies Research. Journal of Management , 24(3), 351-389.
  • Montada , L. (1998). Justice:Just a rational choice? Social Justice Research , 11, 81-101.
  • Niehoff, B. P. & Moorman, R. H. (1993). Justice as a mediator of the relationship between methods of monitoring organizational citizenship behavior. Academy of Management Journal , 36(3), 527-556.
  • Olkkonen, M. E. & Lipponen, J. (2006). Relationship between organizational justice, identification with Organization and work Unit, and group-related outcoes. Organizational Behavior and Human Decision Processes , 100, 202-215.
  • Pallant, J. (2005). SPSS survival manual: A step by step guide to data analysis using SPSS for Windows (Version 12). Open University Press.
  • Ployhart, R. E. & Ryan, A. M. (1997). Toward An Explanation of Applicant Reactions: An Examination of Organizational Justice and Attribution Frameworks. Organizational Behavior and Human Decision Process, 72(3), 308-335.
  • Salgado, J. F. (1997). The Five Factor Model of Personality and Job Performance in the European Community. Journal of Applied Psychology , 82, 30-43.
  • Scandura, T. A. (1999). Rethinking Leader-Member Exchange: An Organizational Justice Perspective. The Leadership Quarterly, 10(1), 25-40.
  • Schwartz, S. H. (1992). Universals in the content and structure of values: Theoretical advances and empirical tests in 20 countries. Advances in Experimental Social Psychology , 25, 1-65.
  • Singelis, T. M., Triandis, H. C., Bhawuk, D. P. S. & Gelfand, M. J. (1995). Horizontal and vertical dimensions of individualism and collectivism: A theoretical and measurement refinement. Cross-Cultural Research, 29, 240–275.
  • Singelis, T. M. (1994). The measurement of independent and interdependent selfconstruals. Personality and Social Psychology Bulletin , 20, 580-591.
  • Skitka, L. J. & Mullen, E. (2002). Understanding judgments of fairness in a real-world political context: A test of the value protection model of justice reasoning. Personality and Social Psychology Bulletin , 28, 1419 – 1429.
  • Triandis, H. C. & Gelfand, M. J. (1998). Converging Measurement of Horizontal and Vertical Individualism and Collectivism. Journal of Personality and Social Psychology , 74 (1), 118-128.
  • Triandis, H. C. (1995). Individualism and collectivism, Boulder, CO: Westview Press.
  • Tyler, R. T. & Blader, S. L. (2000). Cooperation in groups: Procedural justice, social identity and behavioral engagement. Philadelphia: Psychology Press.
  • Wasti, A. & Erdil, S. E. (2007). Bireycilik ve Toplulukçuluk Değerlerinin Ölçülmesi: Benlik Kurgusu ve Indcol Ölçeklerinin Türkçe Geçerlemesi. Yönetim Araştırmaları Dergisi , 7(1-2), 39-66.

Downloads

No downloads have been recorded for this article yet. Figures appear here once readers begin downloading the full text.

How to Cite

ESEN, Ş., & ÇİLLİOĞLU KARADEMİR, A. (2014). A Study of Relatıonship between Perceived Organızational Justice and Individualism/Collectivism Values Among Academic Staff. Journal of Economics and Behavioral Studies, 6(5), 400-410. https://doi.org/10.22610/jebs.v6i5.502

Share this article

License

Copyright (c) 2014 Şaban ESEN, Aslı ÇİLLİOĞLU KARADEMİR (Author)

Creative Commons License

This work is licensed under a Creative Commons Attribution 4.0 International License.

Author (s) should affirm that the material has not been published previously. It has not been submitted and it is not under consideration by any other journal. At the same time author (s) need to execute a publication permission agreement to assume the responsibility of the submitted content and any omissions and errors therein. After submission of revised paper in the light of suggestions of the reviewers, the editorial team  edits and formats manuscripts to bring uniformity and standardization in published material.

This work will be licensed under Creative Commons Attribution 4.0 International (CC BY 4.0) and under condition of the license, users are free to read, copy, remix, transform, redistribute, download, print, search or link to the full texts of articles and even build upon their work as long as they credit the author for the original work. Moreover, as per journal policy author (s) hold and retain copyrights without any restrictions.

Keywords

Section

Research Paper

Published in

Vol. 6 No. 5 (2014) Cooperatives, Emerging Markets & Institutional Behaviour View issue contents

Published

2014-05-30

Submissions

Have research to publish? Journal of Economics and Behavioral Studies welcomes submissions.

Make a Submission