The moderating role of organizational justice in the effect of managerial styles on employees` performance

Authors : Vildan Bayram, Salih Güney

Pages : 316-347

View : 17 | Download : 61

Publication Date : 2024-12-30

Article Type : Research Paper

Abstract :The aim of the study is to examine the moderating role of organizational justice in the effects of managerial styles on the employee performance of employees in work life. Participative manager, supportive manager and directive manager styles were considered among modern managerial styles. The question of whether these management styles affect employee performance was the starting point of the study. The effect of the organizational justice variable on this relationship was examined and moderating effect analyses were conducted for each managerial style. In the study, 407 academicians working at foundation universities operating in Istanbul were reached by using the survey method. t-test and ANOVA test, correlation and regression analyses, SPSS 24 and AMOS 24 statistical package programs were used in the study. A pilot study was conducted in order to test the internal consistency of the scales in the survey selected as the data collection method in the study. Confirmatory factor analyses of the scales were conducted and it was understood that the obtained goodness of fit values were within the acceptable range. As a result of the analyses, it was seen that organizational justice has a moderating effect on the effect of managerial styles on employee performance. In addition, it was determined that the perception of organizational justice positively and significantly affects the job performance of employees. On the other hand, it was understood that there was a positive relationship between management styles and both the employee performance and organizational justice perception of employees. A positive and significant difference was found between the total working hours of the participants, the working hours with their managers and the working hours in the institution and the management style, employee performance and organizational justice score averages (p<0.05). The findings were evaluated and comments were made that will contribute to the sustainability of the society and the businesses. Contributions were made to the literature and results that can be a source for future studies were presented.
Keywords : Yönetici, Yönetici Tarzları, İş gören Performansı, Çalışan Performansı, Örgütsel Adalet