A research about determinig the effect of perceived organizational justice to the intention of the organizational cynicism and leaving from work

In this study, the relationship between perceived organizational justice perceptions of employees? and , organizational cynicism and the intention of leaving from work is examined. In this context, it is aimed that the effects of the dimensions of perceived organizational justice to organizational cynicism and the effects of organizational cynicism to the intention of leaving from work are revealed.The thesis consists of three main sections. It is stated that in the first section, the concept of perceived organizational justice; and in the second section , the concept of organizational cynicism and the intentions of leaving from work; and in the third section,in order to determine the relationship between organizational cynicism and the intention of leaving from work.In the study, it is examined how perceived organizational justice of employees? who work in an enterprise that operates in manufacturing (industrial) sector effects to the organizational cynicism and the intention of leaving from work. In the research, it has been benefiting from a survey work as a means of datacollection. In the data analysis, it was applied Pearson Moment Correlation Analysis, One-Way ANOVA Analysis (One-Way Varience Analysis) and T-Test Analysis.According to the evaluation of the data obtained in the study, it is seen that there is a positive relationship between perceived organizational justice and organizational cynicism ; and there is a positive relationship between organizational cynicism and the intention of leaving from work . It is observed that there is no significant difference between demographic characteristics (age, veteran status, educational status, gender) and perceived organizational justice.