The moderating role of organizational justice in the relationship between pygmalion effect and organizational commitment: A study on health care workers in Istanbul

The research examines the Pygmalion effect, organizational commitment and organizational justice variables. Firstly, the concepts of organizational commitment and organizational justice are discussed, and the relationship between managers and employees is explained through the different dimensions affecting the concepts. Afterwards, the Pygmalion effect and the dimensions affecting the concept are discussed and its relationship with organizational commitment is explained. A questionnaire was determined as the data collection method and the application was made through the Google Forms website. The survey was applied in work groups with more than one manager and at least 2 employees reporting to that manager. A total of 404 people were reached. As a result of the literature review, Organizational Commitment Scale, Organizational Justice Scale and Pygmalion Attitude Index were determined as measurement tools by taking reliability analysis into consideration. The data obtained from the research were evaluated and the hypotheses of the research were confirmed. The results of the research showed that employees' organizational commitment levels may vary depending on the Pygmalion effect, and that employees' affective, normative and continuance commitment may be affected in line with perceived expectations. The results of the analyses showed that organizational justice has a moderating role in the relationship between organizational commitment and Pygmalion effect.