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Copyright of Buca Faculty of Education Journal / Buca Egitim Fakültesi Dergisi is the property of Buca Faculty of Education Journal and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Copyright of Journal of Administrative Sciences / Yonetim Bilimleri Dergisi is the property of Canakkale Onsekiz Mart Universitesi, Terzioglu Kampusu and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Copyright of Journal of Health & Nursing Management / Sağlık ve Hemşirelik Yönetimi Dergisi is the property of Logos Medical Publishing and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

In our research aimed at determining the views of kitchen staff on organizational justice, the survey used quantitative methods at the data collection stage. Our study used descriptive analyses (frequency, arithmetic mean, standard deviation) on data obtained from 378 kitchen workers working in five-star hotels in Istanbul, Independent-Samples T test was applied to compare two groups, and One-Way ANOVA tests were applied to comparison of more than two groups. Statistical significance level was determined as p<0.05 in all analyses. When the findings were examined, statistically significant differences were found between the gender, age, education level, and belonging status of the kitchen staff and their views on the subject of organizational justice (p<0.05). Additionally, it was observed that there was no statistically significant difference between the views of kitchen staff about their working years in the sector and organizational justice (p>0.05). [ABSTRACT FROM AUTHOR]

Copyright of Journal of Bayburt Education Faculty / Bayburt Eğitim Fakültesi Dergisi is the property of Bayburt University and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Copyright of Journal of Business Economics & Management Research is the property of Bayburt University and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Copyright of Journal of Administrative Sciences / Yonetim Bilimleri Dergisi is the property of Canakkale Onsekiz Mart Universitesi, Terzioglu Kampusu and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

In the study, the relationship between organizational justice and burnout among white-collars was measured and the possible role of the generation variable in this relationship was tested. Generations that have different characteristics and identities are evaluated in terms of organizational justice and burnout. Data were collected from 82 of Generation X and 117 of Generation Y total 199 white-collars working in businesses in Şişli, Istanbul. The correlation and regression analyses show that all of the organizational justice dimensions have a negative correlation with burnout, furthermore, distributive justice, procedural justice and informational justice which is a part of interactional justice have been revealed to predict burnout negatively. Members of Generation Y have a significantly higher burnout level than the members of Generation X. The moderator effect of the generation on the relationship between organizational justice and burnout is tested and no influence of the generation variable in this relationship was seen. [ABSTRACT FROM AUTHOR]

The study aimed to examine the relationship between organizational justice and organizational silence. The sample of the examine consisted of 417 personnelworking at the 24th RegionalDirectorate of State Hydraulic Works (DSI) operating in the center of Kars Province. As a result of the examine, while no relationship was found between interactionaljustice and protective and protective silence, it was emerged that there was a negative relationship between interactionaljustice and acquiescent silence. While no relationship was found between proceduraljustice and protective and accepting silence, a negative relationship emerged between proceduraljustice and protective silence. In addition, while no negative relationship was found between distributivejustice and protective and protective silence, a negative relationship emerged between acquiescent silence and distributivejustice. As a result of the examine, someadvices were made to eliminate the injustice felt by the staff and reduce the silence, since the silence of the personnels in the institution due to the unjust and unethicalbehaviors they encounter may lead to negative consequences for the workplace. [ABSTRACT FROM AUTHOR]

Organizational justice can be defined as the deserved reward for the efforts of the employees regarding their work, and an unfair work environment can bring undesirable problems. The aim of this study is to determine whether the perception of organizational justice plays a mediating role in the effect of the perception of organizational exclusion on the tendency to exhibit whistleblowing behavior. Field work was carried out with blue-collar employees working in textile companies. As a result of the analyzes carried out as a result of the data obtained, it was determined that there was a negative weak level between organizational justice and organizational exclusion variables: and a positive moderate relationship between organizational exclusion and whistleblowing variables. As a result of simple linear regression analyses, the effect of organizational exclusion on whistleblowing behavior was significant; the effect of organizational exclusion on extrinsic whistleblowing behavior was significant; It was determined that the effect of organizational exclusion on silence behavior was significant and the effect of organizational exclusion on the interactional justice sub-dimension was significant. Since the upper and lower confidence interval (CI) covers 0 (zero) and p>0.05, it was concluded that organizational justice does not play a mediating role in the relationship between organizational exclusion and whistleblowing. [ABSTRACT FROM AUTHOR]

Copyright of Cumhuriyet International Journal of Education is the property of Cumhuriyet University, Faculty of Education and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Copyright of Pamukkale University Journal of Education is the property of Pamukkale University Journal of Education and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Copyright of Journal of Travel & Hospitality Management / Seyahat ve Otel İşletmeciliği Dergisi is the property of SIMEDYA and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

This study was conducted to determine the mediating role of organizational justice perceptions in the relationship between paternalistic leadership behaviors and job performance of healthcare professionals working in a training and research hospital. For the purpose of the study, organizational justice (mediating variable), job performance (dependent variable) and paternalistic leadership (independent variable) scales in the literature were used. The study was conducted by reaching 352 people out of 1387 employees working in a training and research hospital. SPSS 24, AMOS 22 and process macro plug-in were used to analyze the data obtained. In addition, correlation analysis was applied to determine the relationships between variables and process macro model 4 was applied to determine the mediating role. According to the results of the study, a statistically significant and highly positive relationship was found between health care workers' perceptions of organizational justice and their job performance, between their perceptions of organizational justice and paternalistic leadership, and finally between their job performance and their perceptions of paternalistic leadership. In addition, it was found that organizational justice perception has a partial mediating role in the effect of employees' paternalistic leadership behaviors on their job performance. As a result, it was determined that organizational justice has a mediating role in the indirect effect of paternalistic leadership on job performance and the related variables were discussed within the framework of the literature. [ABSTRACT FROM AUTHOR]

Copyright of Çankırı Karatekin University Journal of the Faculty of Economics & Administrative Sciences is the property of Cankiri Karatekin University, Faculty of Economics & Administrative Sciences and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

This study aims to examine the relationship between the perception of organizational justice and gender in educational organizations using the meta-analysis method. Additionally, the study explores the impact of moderator variables, including year, thesis/study type, field of study, participants, school type, and applied region, on the relationship between organizational justice perception and gender. The research begins with a comprehensive literature review that identified 883 academic theses. These theses were then screened based on inclusion criteria, resulting in 86 independent theses that met the criteria for meta-analysis. The meta-analysis encompassed a total sample size of 37,192, with 20,503 females and 16,689 males. The study findings indicate a significant gender-based difference in organizational justice, favoring men [k = 86, d = -0.062, 95% CI (0.096, -0.028), p < 0.05]. Additionally, the results show that the relationship between gender and organizational justice perceptions remains consistent across various moderators. Based on these findings, it is recommended that researchers conduct causally-determining studies, while educational administrators should focus on enhancing interactional, distributional, and procedural efforts to improve the perception of organizational justice, particularly among women.

Copyright of Journal of Turkish Educational Sciences is the property of Journal of Turkish Educational Sciences and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Copyright of Mediterranean Journal of Sport Science (MJSS) is the property of Mediterranean Journal of Sport Science (MJSS) and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Copyright of Hacettepe University Journal of Economics & Administrative Sciences / Hacettepe Üniversitesi Iktisadi ve Idari Bilimler Fakültesi Dergisi is the property of Hacettepe University, Faculty of Economic & Administrative Sciences and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Copyright of AURUM: Journal of Social Sciences / Sosyal Bilimler Dergisi is the property of Altinbas Universitesi and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Copyright of Journal of Academic Social Resources is the property of Journal of Academic Social Resources and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Copyright of Balkan & Near Eastern Journal of Social Sciences (BNEJSS) is the property of Balkan & Near Eastern Journal of Social Sciences (BNEJSS) and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Copyright of E-International Journal of Educational Research is the property of E-International Journal of Educational Research and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Copyright of Bartin University Journal of Faculty of Education is the property of Bartin University Journal of Faculty of Education and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Copyright of Bartin University Journal of Faculty of Education is the property of Bartin University Journal of Faculty of Education and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Stress at work is a common problem in modern workplaces, and companies that want to promote a positive and productive work environment must understand and address the destructive effects of stress on employees’ attitudes and behaviors. In work stress literature, effort-reward imbalance (ERI) emerges as an important stressor that affects important employee outcomes at organizations. While previous research has provided abundant evidence regarding the effect of ERI on turnover intention, there is a lack of knowledge about the specific mechanisms and conditions that explain this relationship. Considering this gap in the literature this study attempts to integrate the ERI approach with equity theory to explore how ERI results in increased turnover intention. Specifically, this work proposes that the influence of ERI, which is an important work stressor, on turnover intention is mediated through organizational justice perception, and that the strength of this indirect relationship is moderated by job mobility. The proposed moderated-mediation model was tested on data collected from 147 white-collar workers through online questionnaires. Results of regression analysis demonstrated that ERI is negatively related to organizational justice perception. Moreover, findings indicated that ERI indirectly predicts employees’ turnover intention through organizational justice perception. Results also displayed that the indirect effect of ERI on turnover intention through justice perception is stronger when employees perceive higher job mobility. Overall, this research provides evidence that ERI as a work stressor negatively influences employees’ attitudes about their jobs and organizations, and that the strength of this negative effect is shaped by employees’ perception of job mobility. The current research contributes to the stress literature by presenting an integrative model incorporating the ERI approach and equity theory. [ABSTRACT FROM AUTHOR]

This research was carried out to determine the effect of perceived organizational justice and diversity management on human resource efficiency among health personnel. for this purpose, organizational justice, diversity management and human resources productivity scales were used in the study. The research type is descriptive-relation-seeking type of research. The study was carried out by reaching 437 people out of 2215 employees working actively in 3 public and 1 private hospitals located in a city center. In the analysis of the research, the SPSS package program and the AMOS application were used to verify the scale factors. In line with the research data, a high and positive relationship between organizational justice and human resource efficiency; It was concluded that there is a moderate and positive relationship between diversity management and human resources productivity. As a result of the regression analysis between the variables, it was determined that perceived organizational justice and diversity management positively affected human resources productivity. Finally, it is thought that this study, which examines the effect of perceived organizational justice and diversity management on human resources productivity, will make significant contributions to the domestic literature as it is a first in the health sector [ABSTRACT FROM AUTHOR]

Copyright of SDU Health Management Journal is the property of SDU Healthcare Management Journal and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Copyright of Mediterranean Journal of Sport Science (MJSS) is the property of Mediterranean Journal of Sport Science (MJSS) and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Copyright of Sakarya Journal of Economics / Sakarya Iktisat Dergisi is the property of Sakarya Journal of Economics / Sakarya Iktisat Dergisi and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Copyright of Pamukkale University Journal of Education is the property of Pamukkale University Journal of Education and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Copyright of E-International Journal of Educational Research is the property of E-International Journal of Educational Research and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Copyright of Gumushane Universty Electronic Journal of the Faculty of Communication / Gümüshane Üniversitesi Iletisim Fakültesi Elektronik Dergisi is the property of Gumushane Universitesi Iletisim Fakultesi Elektronik Dergisi (e-GIFDER) and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Copyright of Turkish Studies - Economics, Finance, Politics is the property of Electronic Turkish Studies and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Aim: The study examines nurses' perceptions of organizational justice and structural and psychological empowerment and their relationship. Material and Methods: The study's sample, carried out as a descriptive and relation-seeking study, consisted of 271 nurses working in a public hospital. "Individual Introduction Form", "Perception of Organizational Justice Scale", "Structural Empowerment Scale" and "Psychological Empowerment Scale" were used in data collection. The study's data were evaluated with a number, percentage, mean, standard deviation, median, Cronbach's Alpha internal consistency coefficient, Mann Whitney U, Kruskal Wallis, and Spearman correlation analysis. The significance level for the results was taken as p<0.05. Results: The mean organizational justice score of the nurses was 2.87±0.59, the mean score of structural empowerment was 2.88 ±0.67, and the mean score of psychological empowerment was 3.74±0.82. It was determined that the mean scores of organizational justice, procedural and interactional justice differed according to age, professional experience, and the unit of work, while the scores of perception of distributive justice and psychological empowerment differed statistically according to the unit they worked in (p<0.05). A significant relationship was found between the perception of organizational justice and its subdimensions and the perception of structural and psychological empowerment (p<0.05). Conclusion: It was determined that the nurses' perceptions of justice and structural empowerment score averages were moderately positive, and their psychological empowerment score averages were above-moderately positive. A positive and moderate relationship was found between the perception of organizational justice and structural empowerment and a positive and weak relationship with psychological empowerment. It is understood that it is important for employees to be strengthened structurally in perceiving their organizations as fairer. [ABSTRACT FROM AUTHOR]

The main purpose of the study is to determine the relationship between organizational justice perceptions of teachers, principals and assistant principals working in education institutions and job performance in Covid-19 Period. Personorganization fit, organization-person relationship, job performance, managerial support, follow-up and feedback, organizational relationship between institutions and organizations were examined. It's been determined how the perception of organizational justice, which is provided or tried to be created, has an effect on job performance in organizations, and what kind of positive or negative results this situation will cause. The research was conducted on principals, assistant principals and teachers working in primary, secondary and high schools in Istanbul in 2022, affiliated to the Ministry of National Education. A total of 410 participants were included in the research. The collected data were tested with reliability, factor analysis, correlation, regression, T-test and ANOVA analyzes within the scope of SPSS program. Considering the literature studies, it was concluded that the business performance is high in institutions with high interactional justice. In the results obtained, it was seen that the sub-dimensions of organizational justice have direct and positive effects on job performance in the Covid-19 Period. As a result of the research, it was accepted that organizational justice has a positive effect on job performance in the Covid-19 Period. [ABSTRACT FROM AUTHOR]

Copyright of Pamukkale University Journal of Education is the property of Pamukkale University Journal of Education and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Copyright of International Journal of Management Academy is the property of Uluslararasi Yonetim Akademisi Dergisi and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Copyright of Journal of Economics, Business, Politics, & International Relations (JEBPIR) / Ekonomi Işletme Siyaset ve Uluslararsi Ilişkiler Dergisi (JEBPIR) is the property of Ekonomi Isletme Siyaset ve Uluslararsi Iliskiler Dergisi and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Copyright of Trakya Journal of Education is the property of Trakya Journal of Education and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Copyright of Journal of Yüzüncü Yıl University, Faculty of Education is the property of Yuzuncu Yil University, Faculty of Education and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

The purpose of this research, designed as a survey, is to examine organizational justice perceptions of primary school teachers. The data are collected from 269 primary school teachers using a simple random sampling method. The relation of organizational justice and its sub-dimensions with demographic variables is investigated. The "Organizational Justice Scale", developed by Niehoff&Moorman and adapted into Turkish by Polat, is used as the data collection tool. The results show that primary school teachers have a high level of organizational justice perception. Their perceptions of distributive, procedural and interactional justice, sub-dimensions of organizational justice, are also high. Primary school teachers' perceptions of organizational justice scale total, distributive and interactional justice did not differ significantly with gender, seniority, and tenure in the institution, but there was a significant difference with age. The procedural justice perceptions of primary school teachers don't differ significantly with gender, age, seniority, and tenure in the institution. [ABSTRACT FROM AUTHOR]

Copyright of Buca Faculty of Education Journal / Buca Egitim Fakültesi Dergisi is the property of Buca Faculty of Education Journal and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Copyright of International Journal of Disciplines Economics & Administrative Scienves Studies is the property of International Journal of Disciplines in Economics & Administrative Sciences Studies and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

This research attempts to determine the relationship between teachers' perceptions of organizational justice and their perceptions of effective school. Research data have been collected from 250 teachers selected randomly, - using a simple random sampling method-who work at 25 public schools in Düzce Provincial Directorate of National Education in the 2020-2021 academic year. In the study, where the relational survey model has been used, the data have been collected using the "organizational justice scale" and the "effective school scale". The results indicate that teachers' perceptions of organizational justice are at a high level. There was no important difference in teachers' perceptions of organizational justice according to gender, education level, professional seniority and working duration at schools. Teachers' perceptions of the effectiveness of the school are high. It has been determined that teachers' effective school perception levels display an important difference according to gender, professional seniority, length of service at school and educational status. A highly positive and significant relationship has been found between the perception of organizational justice and the perception of effective school. Another finding indicates that teachers' perceptions of organizational justice is an important mediator of effective school perception. Under the light of the data, recommendations have been made to practitioners and researchers. [ABSTRACT FROM AUTHOR]

Digitalization of work-life and businesses decreased the traditional need for employee force mainly because of the growing number of applications of robotics and artificial intelligence. However, planning the work to be carried out, processing, controlling, and assessing them through critical decision-making processes are also sometimes employees' role. Hence, employee continue important working at various stages, including production, serving, evaluating information, and developing new technologies. The aim of this research is investigate among administrative staff's job stress, organizational justice, and cyberloafing behaviors at a state university. The descriptive method was used in research. A total number of 205 administrative staff members [105 females (51.2%) and 100 males (48.8%)] voluntarily participated in the study. Data used in the study were collected through a survey method. Results revealed that It was found that the distributive and procedural justice sub-dimensions of organizational justice predicted minor cyberloafing and job stress at a statistically significant level. It was found that the perception of informational justice and the perception of interpersonal justice only predicted job stress. Furthermore, the gender variable had no statistically significant difference on administrative staff's job stress, organizational justice scores. Also job stress was not found a mediating variable between organizational justice and cyberloafing. In the light of the results obtained, the fair attitudes and behaviors of the managers of the organization towards their subordinates and the changes in the work (such as job rotation, job enrichment, job enlargement) in the working order (home office, flexible working or compressed work week) can reduce the job stress in the employees and it can be predicted that it will encourage them to engage in less deviant behaviors such as cyberloafing. [ABSTRACT FROM AUTHOR]

Copyright of Journal of Turkish Educational Sciences is the property of Journal of Turkish Educational Sciences and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

The main purpose of this study is to determine whether there is a relationship between the transformational leadership behaviors of managers and organizational silence and organizational justice, and to determine the direction and strength of the relationship if there is a relationship between them. Moreover, the effect of managers' transformational leadership behaviors on organizational silence and organizational justice is also examined in this study. Therefore, the current research contributes to the related field by addressing the variables of transformational leadership, organizational silence and organizational justice. The changing of environment which the organizations are located in, technological, economic and cultural changes force organizations to change. With this situation, there is a need for leaders to manage change in organizations. These developments have led to the emergence of transformative leadership theory. The concept of transformational leadership is a concept that emerged in the last quarter of the twentieth century and is also used in the literature as transformational or transformative leadership. Organizational silence is defined as employees not expressing or hiding their work-related concerns, ideas and thoughts knowingly. Organizational justice refers to the positive perception of justice formed within the organization by employees feeling that they are respected and valued thanks to a fair management. The research consists of the process that analyses the data taken from 478 employees working in a selected Metropolitan Municipality in the Eastern Anatolia Region with the survey method. According to the results, it is observed that the transformative leadership behavior of the managers has a positive effect on organizational justice and a negative effect on organizational silence. It is determined that there is a negative relationship between the transformational leadership behavior of managers and organizational silence, and a positive relationship with organizational justice. [ABSTRACT FROM AUTHOR]

In this research, while examining the relationship between organizational justice and creativity, the moderating role of role conflict and role ambiguity was investigated. In the first stage of the study the relations between the variables were examined by literature review and research hypotheses were formed. In the second stage, a research was conducted on 396 bank employees selected by using convenience sampling method. In the third and final stage, while the relations between the variables were examined with correlation analysis, research hypotheses were tested with regulatory regression analysis. According to the results of the research, it was seen that the dimensions of organizational justice have positive and significant effects on creativity. However, in the relationship between the dimensions of organizational justice and creativity, it has been determined that role conflict does not have a moderator role, while role ambiguity has a moderator role in this relationship. The effect of procedural and interactional justice on the relationship of creativity increases when role ambiguity is low and medium, and this effect decreases when role ambiguity is high. A significant increase was found in the relationship between distributive justice and creativity when role ambiguity was low, and a significant decrease was found when role ambiguity was high. It is thought that the results of the research will contribute to the literature in terms of understanding the moderating effect of role conflict and role ambiguity in the relationship between organizational justice and creativity. [ABSTRACT FROM AUTHOR]

Copyright of Journal of Social Research & Behavioral Sciences / Sosyal Araştırmalar ve Davranış Bilimleri Dergisi is the property of Journal of Social Research & Behavioral Sciences and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)