The impact of employees' perceptions of organizational power andorganizational justice on job satisfaction

This study was carried out to determine the effect of organizational power and perception of justice on job satisfaction. In the study, organizational power perception was sub-dimensions of "reward power, coercive power, legitimate power, expert power, charismatic power and knowledge power"; organizational justice perception in the sub-dimensions of "distributive justice, procedural justice and interactional justice"; job satisfaction is discussed in the sub-dimensions of "internal and external". Questionnaire method, one of the data collection techniques, was used in the study. The questionnaires were applied on 403 people in total. Regression, correlation, Independent Sample t-Test and One-Way Analysis of Variance (ANOVA) were used in the analysis of the data. In the results obtained, it was determined that organizational power and perception of justice had a significant effect on job satisfaction and the sub-dimensions of internal and external job satisfaction. In addition, it has been determined that there is a positive and significant relationship between the perception of organizational power and organizational justice and its sub-dimensions. In the study, it was determined that organizational justice perception and job satisfaction did not differ significantly in comparisons made according to gender, income level and marital status of the participants. Finally, it has been determined that there is a significant difference between age and organizational strength, but there is no significant difference between gender, marital status, professional working time, working time in the institution and monthly income level.