Investigation of industrial relations and human resources management in the scope of organizational justice and employee rights: A field research

Working relations with the industrial society formed after the industrial revolution were shaped. Working relations have changed together with socio-economic developments in the historical process. Together with this change from the traditional industrial relations system which has a pluralist perspective, it has been transforming into an individualistic approach, human resources management. The aim of the study is to measure the effects of the provision of organizational justice and employee rights in the perception of the effectiveness of human resources management and industrial relations. Questions on industrial relations system were asked in the context of trade unionism. For this reason, within the scope of field research, both human resources management and employees affiliated with a union were preferred. The survey was applied to 350 employees. In the survey, four questions for organizational justice and three sub-dimensions, four for employee rights, six for the effectiveness of industrial relations and five for the effectiveness of human resource management have been identified. A number of analyzes have been carried out between the effectiveness of organizational justice and employee rights, the effectiveness of human resources management, and then the provision of organizational justice and employee rights as well as the effectiveness of industrial relations. According to the results of the study, it was determined that the provision of organizational justice and employee rights had a high positive positive relationship with the effectiveness of human resources management and a low positive positive relationship with industrial relations efficiency. Key Words: Industrial relations, human resources management, organizational justice, employee rights, trade union.