The effect of perceived organizational justice on organizational cynicism and organizational commitment: The case of public administrations in Tokat

This research aims to examine the effects of public officials' perceptions of organizational justice on organizational cynicism and organizational commitment in public administrations in the Tokat province. A total of 358 survey forms were distributed to employees selected through a random sampling method among personnel at various levels in public administrations, and all of these forms were evaluated and analyzed. The surveys were prepared to include scales of perceived organizational justice, organizational cynicism, and organizational commitment and consisted of items that had passed validity and reliability tests widely used in the literature. The data collection process was carried out by visiting the designated public institutions, informing employees about the purpose of the survey, and obtaining their consent for participation. The surveys were prepared in both online and printed formats and collected in accordance with the principles of anonymity and confidentiality. The findings showed that perceptions of organizational justice have significant effects on employees' organizational cynicism and commitment. It was observed that employees demonstrate organizational commitment with a fair, transparent, and participatory management approach, while organizational cynicism increases in the face of unfair practices. Particularly, distributive justice strengthens employees' trust in the organization, procedural justice increases confidence in decision-making processes, and interactional justice makes employees feel valued and respected. These results suggest that ensuring organizational justice can increase employee motivation and commitment, reduce organizational cynicism, and improve overall job performance. In conclusion, adopting fair, transparent, and participatory management practices, and showing sensitivity to employees' suggestions and concerns through open communication, is critical for increasing employees' trust in the organization. Additionally, developing supportive policies for employees' career development and professional needs can enhance job satisfaction and motivation, contributing to a reduction in organizational cynicism. This study offers suggestions that improving perceptions of organizational justice among employees in public administrations can reduce organizational cynicism and strengthen organizational commitment.