Investigation of the impact of organizational justice on organizational commitment in business

The purpose of this thesis is; to reveal the effect of organizational justice perception on organizational commitment by revealing the relationship between employees' perceptions of organizational justice and their organizational commitment. However, it has also been examined whether organizational justice perception and organizational commitment levels differ significantly in terms of demographic variables. For this purpose, in the first two chapters of the thesis, the current studies in the literature on the concepts of organizational justice and organizational commitment, and the studies conducted with the developed theories and models in the field are mentioned. In the last part of the thesis, the findings of the research are included. The data of the research were obtained from 250 personnel working in a bank in Ankara. Questionnaire technique was used in the thesis and questionnaires developed by using the "Organizational Justice Scale" prepared by Colquitt (2001) and "Organizational Commitment Scale" developed by Allen and Meyer (1990) were used to collect quantitative data. Whether the variables fit the normal distribution was tested with the Shapiro-Wilk test and the variables that fit the normal distribution were given mean ± standard deviation values. Independent Sample t Test and ANOVA (One Way Variance Analysis) were used to analyze the demographic differences on the scales. Relationships between scales were examined with Pearson Correlation coefficient and effects between scales were analyzed by Multiple Linear Regression and Simple Linear Regression Analysis. Statistical analyzes were made in IBM SPSS Statistics 20.0 program. Significance level was taken as