The perception of organizational justice as the determiner of organizational commitment of the employees: A study concerning the 5 stars hotels enterprizes in the district of Antalya

In constantly changing and developing business world where the globalisation rises rapidly and is transferred to international extents, grasping the importance of human resources the modern successful business enterprizes need to make their employees a member of the organizations. The organizational loyalty, according to which the employees accept the goals, values and aims of the organization and have a strong feeling to achieve them and remain in the borders of the organization, has a key position in the activism and efficiency of the organization. In addition to the many factors affecting the organizational loyalty, the most important one influencing the results is the perception of the organizational justice which expresses the existence of fair practice in the organization. The purpose of this study is to determine the perception of organizational justice as they are the determiners of the organizational loyalty of the employees. Acoording to the field work analyses practiced in the direction of this goal, 513 employees, working in different departments of five-stars hotels enterprices in Antalya which is the most important tourism city of Turkey employees are made as examples. In this project, in order to prove the three dimensions of organizational loyalty (emotional, normative and continuance commitment attitudes) and three elements of organizational justice (distribution, procedure and interpersonel justice) frequency, percentage, factor, reability and validity analyses are practiced. The socalled employees are tested in terms of correlation of organizational justice and organizational loyalty in terms of correlation analyses. Anova and t test are used to observe whether to have undergone some changes in fidelity attitudes towards their organization and organizational justice perception of the employees according to demographical characteristics. Results of analysis indicate that the affective, normative and continuance commitment attitudes of the employees positive relation with distribution, procedure and interpersonel justice.