The Effect of Organizational Justice on Employees' Job Performance: An Application for Accommodation Establishments

Abstract

Purpose - When organizational justice is considered in the context of the literature, it is considered among the factors affecting the job performance of employees. In this respect, it is thought that as organizational justice increases in organizations, employees' job performance will also increase. From this point of view, the aim of this study is to examine the effect of organizational justice on employees' job performance. Design/methodology/approach - The research sample consists of 222 employees working in Accommodation Enterprises operating in the center of Kırşehir and Yozgat. This study was conducted by applying the quantitative data analysis method. 5-point Likert type scales were used during data collection. The relationship between the variables was determined by correlation analysis, and then the research hypothesis was analyzed by structural equation model. SPSS 22 and AMOS 24 Statistical Package Programs were used for the analyses. Findings – It was seen that organizational justice had a statistically significant and positive effect on job performance (Standardized β=0.343, p≤0.05) as a result of the findings of the research. Discussion – Based on the results obtained from this research, managers have important duties in terms of ensuring justice in organizations, both in terms of the results obtained, in terms of the process in the transactions carried out, and in terms of conveying information about the process to the employee clearly and completely and acting within the framework of respect in communication. Organizations with a high perception of organizational justice will increase employees' positive organizational attitudes and behavioral tendencies such as job commitment, job satisfaction, identification with their organizations and organizational loyalty, and this will lead to an increase in productivity and job performance.