A study on belongingness of public personnel in view of their organizational justice perceptions: The electricity generation corporation

Relational survey model and quantitative research method was applied for the research. The perception of organizational justice of the personnel working in the public institution where the research was conducted was the independent variable, and the level of belongingness of the employees, depending on their perception of organizational justice, was the dependent variable. Cluster sampling method was applied as a probability sampling method to collect research data. 459 people participated in the survey for the research. Data from 443 valid surveys were analyzed in the research. The data obtained with the survey forms were processed and analyzed by the researcher using the SPSS 26.0 software. T-Test and ANOVA test were applied for demographic data. Cronbach alpha analysis was applied to determine the reliability values of the scales and their sub-dimensions, and correlation and regression analyses were applied to test the relationship between the variables. According to the results of the research, a significant and positive relationship was found between organizational justice and belonging. Interactional justice stands out as the strongest influencing factor for all types of belongingness. The effect of procedural justice is only significant for management belongingness. The effect of distributive justice, although evident in management and location belongingness, is relatively weaker for organizational belongingness. In the examination of the demographic data, significant differences were found in terms of belongingness and its sub-dimensions in the comparison of the participants' title, status, administrative penalty experience and age variables.