The Effect of Organizational Justice Perception of Bank Personnel on Their Organizational Commitment Level

Keskin Ö., Esen Ş.

Business & Organization Research (BOR) Conference, Karabük, Turkey, 12 - 14 September 2018, pp.23-29, (Full Text)

  • Publication Type: Conference Paper / Full Text
  • City: Karabük
  • Country: Turkey
  • Page Numbers: pp.23-29
  • Van Yüzüncü Yıl University Affiliated: Yes

Abstract

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.