Öz
Örgütsel adalet algısı ile iş tatmini arasındaki ilişkide kişilik özelliklerinin rolünün incelenmesi, örgütlerin performans düzeylerinin iyileştirilmesi için önemli olabilir. Bu çalışmanın amacı, örgütsel adalet algısı ile iş tatmini arasındaki ilişkide kişilik özelliklerinin düzenleyici etkisini incelemektir. Çalışmaya 392 (218 kadın; 174 erkek) çalışan katılmıştır. Katılımcıların yaş ortalaması 33,12 ve ortalama deneyim süresi 116,46 aydır. Katılımcıların büyük çoğunluğunu sağlık çalışanı, akademisyen, mühendis ve öğretmen grubu oluşturmaktadır. Çalışma için katılımcılar Örgütsel Adalet Ölçeği, İş Tatmini Ölçeği, Büyük Beşli Kişilik Envanteri ve demografik bilgi formunu doldurmuştur. Düzenleyici regresyon analizleri, SPSS için Hayes PROCESS makrosu kullanılarak gerçekleştirilmiştir. Cinsiyet ve yaş, ana çalışma değişkenleri ile ilişkili olduğu için kontrol değişkenleri olarak tüm analizlere dahil edilmiştir. Sonuçlar, örgütsel adalet türlerinin iş tatmininin yordayıcıları olduğunu ve kişilik faktörlerinin algılanan örgütsel adalet ile iş tatmini arasındaki ilişkinin düzenleyicileri olduğunu göstermektedir. Kişilik faktörlerinden yalnızca nevrotikliğin düzenleyici bir etkisi olmamıştır. Bulgular, yöneticilerin, çalışanlarına adil bir çalışma ortamı sağlamak ve onların iş tatminlerini artırmak için farklı kişilik özelliklerine sahip çalışanları için farklı stratejiler uygulaması gerekliliğine dikkat çekmek açısından önem taşımaktadır
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