A research on the effect of perceived justice in an organization and employee commitment on person organization fit

In this research, the effect of the components of organizational justice and organizational commitment on to personel organization fit. In the study, three seperate scales are applied on to the employee group of a company that is reputable in aviation sector in Türkiye. In the study organizational cultural profile inventory that is developed by O'Reilly and Chatman, is used to measure person organization fit. For measuring justice dimension, the scale is used that is developed by Niehoff and Moorman. For commitment, the organizational commitment scale of Meyer and Allen is used. The research consists of four chapters. In the first chapter, there is an introduction part explaning the aim, the scope, the importance and the limitations of the study. In the second chapter, the theorical base of the study is involved. There are theorical information about person organization fit, organizational justice and organizational commitment and researches that has correlated these three topics. In the third chapter of the study, there are explanations about the methodology of the making of the research. The information is given about the scales, scaling, limitations and assumptions and statistical analyze methods used in the study. The final chapter of the research is about the findings of the application and analyzes. According to these findings, we can say that there is a positive and significant correlation between person organization fit and perceived organizational justice (p=0,00<0,001). Beside, we can also say there is a positive and significant correlation between person organization fit and organizational commitment (p=0,00<0,001). Keywords: Person-organization fit, perceived organizational justice, organizational commitment.