Örgütsel Adalet ile Örgütsel Bağlılık Arasındaki İlişki: Mini Bir Meta Analiz
The relationship organizational justice and organizational commitment: a mini meta analysis

Summary/Abstract: In this study, meta-analysis method was used to determine the relationship between organizational justice and organizational commitment. While organizational justice refers to employees' perceptions of justice in the workplace, organizational commitment includes emotional, normative and continuance commitment of employees to their organizations. Organizational commitment is an important variable in terms of employees' tendency to stay at work and their dedication to their jobs. Meta-analysis method is a powerful statistical technique that helps to determine a general trend by systematically bringing together the results of different studies on a subject. The use of this method allows a more comprehensive evaluation of the relationship between organizational justice and organizational commitment and a general conclusion to be made. Within the scope of the purpose of the study, 10 studies that met the criteria among 104 empirical studies were identified and included in the meta-analysis. The analyses of the study were carried out with CMA 13 software (Comprehensive Meta Analysis 13.0). As a result of the meta-analysis performed with fixed effect model and random effect model to determine the relationship between organizational justice and organizational commitment, it was determined that the relationship between organizational justice and organizational commitment was statistically significant. According to the correlation mean and Fisher's Z transformation test statistics in the random effect model, which is valid due to heterogeneity, the effect of organizational justice on organizational commitment was determined at the level of large effect and the correlation magnitude was determined to be at the lowest level of 0.217 and the highest level of 0.416 at 95% confidence interval. It was determined that there was no effect of publication bias in the relationship between organizational justice and organizational commitment. Kendall's Tau b test results showed that the number of studies included in the study had no effect on the effect size in the analysis conducted to determine the relationship between study size and effect size. In line with the results of the meta-analysis, in order to increase the effect of organizational justice on employee engagement, it is recommended that businesses develop transparent policies in fair remuneration, promotion processes and decision-making mechanisms. Within the scope of human resources management, providing a fair working environment can strengthen employees' affective and normative commitment to the organization. In addition, the effect of organizational justice on commitment should be examined in terms of sectoral and cultural differences, especially how it changes in different sectors and internationally. With the widespread use of remote and flexible working models, how the effect of justice perception on employee commitment changes should be addressed in future research. In this context, developing fair practices that will adapt to new working models can increase employee motivation and retention in the workplace.

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