The effect of organizational culture on perception of organizational justice: mediating role of leader-member exchange and perception of organizational favouritism

The aim of this study is to investigate the mediating role of leader-member exchange and organizational favouritsm perception in the effect of organizational culture sub-dimensions on organizational justice perception. For this purpose, the research was carried out with the participation of a total of 327 employees in Türasaş Sivas Regional Directorate operating in the central district of Sivas. SPSS 23.0 and AMOS 23.0 package programs were used in the analysis of the data obtained from the research. Structural equational model was used to test the hypotheses of the research model, which was constructed in accordance with the theoretical background. As the main independent variable, the effect of organizational culture sub-dimensions on the perception of organizational justice was examined and it was determined that clan tendency, supportive tendency and development tendency had positive and statistically significant effects on employees` organizational justice perceptions, and it was determined that the prescriptive tendency and hierarchy tendency had no effect on employees' organizational justice the perception. It was determined that the direct effect of clan tendency and supportive tendency on the perception of organizational justice disappeared, and the leader-member exchange played a full mediation role in this relationship, with the inclusion of the leader-member exchange and the perception of organizational favouritsm as moderator variables in the model. When the effect of the development tendency on the perception of organizational justice is examined, it has been determined that the mediator variable the leader-member interaction plays a positive role and the mediator variable the perception of organizational favouritsm plays a negative role, and thus a joint and partial mediation role has been determined. The results show that the cultural values of the organization are an important factor in determining the organizational justice perception of the employees, while the interaction of the employees with their leaders increases the perception of organizational justice, the perceived favouritsm decreases their perception of organizational justice. Within the framework of the results obtained from the research, various suggestions were presented to company managers and researchers.