Organizational Justice and Being a Woman; What Female Lecturers Say

Sibel Güven & Bülent Güven

doi:https://doi.org/10.29329/ijpe.2020.268.19

Original article | International Journal of Progressive Education 2020, Vol. 16(4) 302-311

Organizational Justice and Being a Woman; What Female Lecturers Say

Sibel Güven & Bülent Güven

pp. 302 - 311 | DOI: https://doi.org/10.29329/ijpe.2020.268.19 | Manu. Number: MANU-2004-27-0002

Published online: August 13, 2020 | Number of Views: 210 | Number of Download: 714

Save PDF

Abstract

This study aims to offer a detailed foresight on organizational justice concept and define organizational justice from the perspective of women, female lecturers specifically, to unveil the views on the concept of organizational justice. The research was patterned after one of the qualitative research models namely phenomenologic method. Research population comprised of 10 volunteering female lecturers currently teaching in 2 state universities. In data analysis, descriptive analysis technique was employed. Findings of the research pinpointed that female lecturers defined organizational justice as securing interpersonal equality and added that in the absence of organizational justice this failure would render a negative effect on their personal happiness, job satisfaction, motivation and performance. Moreover they claimed that there was prevailing gender discrimination in organizations. For suggestions the next studies can be conducted to raise the awareness of all employees of the organization on organizational justice. This study, carried out for participants from different universities, can be developed and applied to measure the perception of organizational justice in a single organization. In order to end the genderist perspective and bring women to the position where they should be important, women employees may be able to realize their power.

Keywords: Organizational Justice, Descriptive Analysis, Female Lecturers

How to Cite this Article?

APA 6th edition
Guven, S. & Guven, B. (2020). Organizational Justice and Being a Woman; What Female Lecturers Say . International Journal of Progressive Education, 16(4), 302-311. doi: 10.29329/ijpe.2020.268.19

Harvard
Guven, S. and Guven, B. (2020). Organizational Justice and Being a Woman; What Female Lecturers Say . International Journal of Progressive Education, 16(4), pp. 302-311.

Chicago 16th edition
Guven, Sibel and Bulent Guven (2020). "Organizational Justice and Being a Woman; What Female Lecturers Say ". International Journal of Progressive Education 16 (4):302-311. doi:10.29329/ijpe.2020.268.19.

References

Alparslan, A.M., et al (2015). İşletmelerde cinsiyet ayrımcılığı ve kadın çalışanların sorunları, MAKÜ İktisadi ve İdari Bilimler Fakültesi Dergisi, 2015, Cilt, 2, Yıl: 2, Sayı: 3, ss.: 66-81 [Google Scholar]
Atalay, C. G. (2010). Örgütsel adalet. Örgütsel davranışta güncel konular. (Ed: D. E. Özler). Bursa: Ekin Basım Yayın Dağıtım. [Google Scholar]
Bin, A. S. (2016). The relationship between job satisfaction, job performance and employee engagement: An explorative study. Journal Issues in Business Management and Economics, 4 (1), 1- 8 [Google Scholar]
Cohen-Charash, Y., Spector, P. E. (2001). The role of justice in organizations: a meta-analysis. Organizational Behavior and Human Decision Processes, 86, s. 278–321 [Google Scholar]
Đorđević et al. (2019) The ınfluence of organizational justice on corporate performances, Strategıc Management, Vol. 24, No. 3, pp. 014-023 [Google Scholar]
Eker, G. (2006). Örgütsel Adalet Algısı ve İş Doyumu Üzerindeki Etkileri (Yayımlanmamış lisans yüksek tezi). İzmir: Dokuz Eylül Üniversitesi. [Google Scholar]
Ersoy, A. (2016). Fenomenoloji. İçinde Ahmet Saban & Ali Ersoy (Eds.) Eğitimde Nitel Araştırma Desenleri (ss. 81-134). Ankara: Anı Yayıncılık. [Google Scholar]
Gelegen, D. (2001).Çalışma Yaşamında Kadın Olmak. Türk Tabipleri Birliği Mesleki Sağlık ve Güvenlik Dergisi,27-30. [Google Scholar]
Gelens, J., Dries, N., Hofmans, J. and Pepermans, R. (2013). ‘The role of perceived organizationaljustice in shaping the outcomes of talent management: a research agenda’. Human Resource Management Review, 23: 4, 341–353. [Google Scholar]
Gözde, A.(2018). Örgütsel adalet algısı, örgütsel vatandaşlık davranışı, işten ayrılma niyeti, örgütsel insandışılaştırma algısı arasındaki ilişkiler. Yüksek Lisans Tezi. Bolu: .Abant İzzet Baysal Üniversitesi, Sosyal Bilimler Enstitüsü. [Google Scholar]
Greenberg, J. (1990). Organizational justice: yesterday, today and tomorrow. Journal of Management, 16/2, s.399-432. [Google Scholar]
Greenberg, J. (1993). The social side of fairness: interpersonal and informational classes of organizational justice. (içinde), Russell Cropanzano; Justice in the Workplace: Approaching Fairness in Human Resource Management, Lawrence New Jersey: Erlbaum Associates, Publishers. [Google Scholar]
Hale, M. (1999). He Says She Says :Gender and Worklife. Public Administration Review, 59 (5):410- 425. [Google Scholar]
HASANOĞLU, M., (2004). Türk kamu yönetiminde örgüt kültürü ve önemi. Sayıştay Dergisi, Sayı: [Google Scholar]
HRDC, (2002). Gender Equality in the labour market – lesson learned (Final Report), Human Resources Development Canada, Evaluation and Data Development Strategic Policy. [Google Scholar]
Irak, D. (2004). Örgütsel adalet: ortaya çıkışı, kurumsal yaklaşımlar ve bugünkü durumu. Türk Psikoloji Yazıları, 25-43. [Google Scholar]
Keklik, B., Coşkun, U.N. (2013). Örgütsel adalet algılamalarının iş tatminine etkisi: hastane çalışanları üzerinde bir araştırma. Süleyman Demirel Üniversitesi İktisadi ve İdari Bilimler Fakültesi Dergisi, 18(2), 143-161. [Google Scholar]
Lawshe, C. H. (1975). A quantitative approach to content validity. Personnel Psychology, 28, 563–575. [Google Scholar]
Rabionet, S. E. (2011). How I learned to design and conduct semi-structured interviews: an ongoing and continuous journey. Qualitative Report, 16(2), 563–566. [Google Scholar]
Sezgin, F. Ve Yıldızhan, Y. (2013). Örgütsel adalet ile iş doyumu arasındaki ilişki: eğitim teknolojileri genel müdürlüğü örneği, Millî Eğitim Dergisi, Sayı 200 ,220-235 [Google Scholar]
Sharon, S. & Kubala, P. (2018). Social justice in the workplace: are on-demand companies exploiting current regulatory ambiguities and workforce precarity?. Psychosociological Issues in Human Resource Management, 6(1), 166– 171 [Google Scholar]
Skuratowıczlarry E. & Hunter, W(2004). Where do women’s jobs come from? job resegregation in an american bank. Work And Occupations, Vol. 31 No. 1. [Google Scholar]
Şahin, B. ve Taşkaya, S. (2010). Sağlık çalışanlarının örgütsel adalet algılarını etkileyen faktörlerin yapısal eşitlik modeli ile incelenmesi. Hacettepe Sağlık İdaresi Dergisi, 13(2), 85-114 [Google Scholar]
Taşkıran, E. (2011). Liderlik ve örgütsel sessizlik arasındaki etkileşim-örgütsel adaletin rolü. İstanbul: Beta [Google Scholar]
Temel, A., Yakın, M. & Misci, S. (2006). Örgütsel cinsiyetlerin örgütsel davranışa yansıması. Yönetim ve ekonomi, Cilt:13 Sayı:1 Celal Bayar Üniversitesi İ.İ.B.F. MANİSA [Google Scholar]
Töremen, F.& Tan, Ç.(2016). Eğitim örgütlerinde adalet: kavramsal bir çözümleme. Dicle Üniversitesi Ziya Gökalp Eğitim Fakültesi Dergisi, N.11, 58-70. [Google Scholar]
Yıldırım, A.&Şimşek, H. (2016). Sosyal bilimlerde nitel araştırma yöntemleri. (11.Baskı). Ankara: Seçkin Yayıncılık. [Google Scholar]
Yürür, Ş. (2008). Örgütsel adalet ile iş tatmini ve çalışanların bireysel özellikleri arasındaki ilişkilerin analizine yönelik bir araştırma. Süleyman Demirel Üniversitesi İİBF Dergisi, 13(2): 295-312. [Google Scholar]

Volume 16 Issue 4

August 2020

All Articles