The role and importance of wage policy and strategies in the context of providing wage justice: A private sector company example in Bursa

While wages are a source of income for the employee, it is a cost for the employer. Wage is also a motivation tool for the employee's work. Employee satisfaction with wages also affects productivity. The aim of this thesis is to examine the effects of ensuring wage justice on employees, employers and indirectly on economic growth and welfare. For this purpose, it is aimed to reveal the relevance of the wage policies applied to the wage justice of the employees in a private sector firm in Bursa. It is aimed to examine the reflections on wages by examining the wage policies applied in the company. In the research, scanning model, which is one of the descriptive research methods, was used. The universe of the research consists of the employees of the textile factory operating in Bursa in 2021. The sample of the study consists of 288 participants, who were randomly selected from the population and included in the study voluntarily. Demographic information form and Wage Equity Scale developed by Önderoğlu (2010) and revised by Marmara (2019) were used as data collection tools in the research. The demographic information form included information such as gender, age, marital status, education level, number of children, and number of individuals in the household. Quantitative data analysis methods were used in the analysis of the research data. In this context, the data collected was used with the SPSS24 data analysis program. As a result of the research, it has been concluded that the wage justice levels of men are higher than women in terms of wage justice perception, wage increase, wage policy, job-wage compatibility and total scores. It has been determined that the wage justice perceptions of the employees in the age group of 15-28 and over 46 are lower than the other age groups. It has been concluded that the high position of employment also increases the perception of wage justice. In addition, employees' perceptions of wage justice differ in terms of educational status, marital status, number of children, number of individuals in the household, professional seniority, position and income level.