Dağıtım Adaleti ile İşten Ayrılma Niyeti Arasındaki İlişkide Duyarsızlaşmanın Aracılık Rolü: Bir Telekomünikasyon Firmasında Çalışan Mühendisler Üzerine Bir Araştırma
The Mediating Role of Depersonalization in the Relationship Between Distributive Justice and the Turnover Intention: A Research on Engineers Working in a Telecommunications Company

Summary/Abstract: Purpose – In this study, it is aimed to examine the relationships between the concepts of distributive justice from organizational justice sub-dimensions, depersonalization from burnout sub-dimensions and the intention to leave the job, and to reveal the mediating effect of depersonalization in the relationship between distribution justice and intention to quit. Design/methodology/approach – For the purpose of the study, a research was conducted on engineers working in a company operating in the telecommunications sector in Izmir between 8-26 May 2019. Feedback was provided from 102 out of a total of 133 engineers working in the company in question. The data collected by the survey technique were analyzed with SPSS 25 and AMOS 24 statistical programs. The hypotheses related to the research were tested and the results obtained were interpreted. The structural validity of the scales used in the study was analyzed with confirmatory factor analyzes and the hypotheses were tested with path analysis. Findings – As a result of the analysis, a moderate negative relationship between distributive justice and turnover intention (r = -0.475), a moderate positive relationship between depersonalization and turnover intention (r = 0.363), and a moderate negative relationship between distributive justice and depersonalization (r = -0.374) was determined. According to these results, if the perception of distributive justice increases, turnover intention and depersonalization will decrease; it can be said that if the depersonalization increases, turnover intention will also increase. It was determined that depersonalization has a partial mediating effect in the relationship between distributive justice and turnover intention. Discussion – In organizations, employees who believe that justice are; their commitment to their job and the organization increases and their intention to quit the job decreases. In other words; in order to prevent both the burnout of employees and the loss of successful employees of the organizations, it is important to ensure justice in organizations. In this context, the application of the research on engineers working in the telecommunications sector; to examine together the concepts of organizational justice, burnout and turnover intention, and to examine the relationships between the variables of distributive justice from organizational justice sub-dimensions, depersonalization from burnout sub-dimensions and turnover intention; for considerations of analyzing the depersonalization dimension as mediator variable; it is hoped that the study will contribute to the literature and it will be an encouraging study for new studies that will examine the variables in question.

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