Relationship between organizational justice perception, organizational citizenship behavior, intention to leave work and organizational dehumanization perception

The aim of this study is to examine the role of organizational dehumanization perception in the relationship between organizational justice perception, organizational citizenship behavior and intention to leave work, while examining which negative attitudes among different groups or individuals perceived as dehumanization at the workplace. Dehumanization is that external group members or individuals do not attribute the characteristics of human nature and / or human uniqueness to the others. In this study, employees are asked three open-ended questions: "What does it mean to dehumanize the employee in a workplace?", "Which kind of behaviors/attitudes are dehumanization in a work place?", "Do you remember any instance that you or any other person has been subjected to inhuman behaviors (something that you think that it is not a proper act against a human-being)?". Concluding from the answers of these questions, it was defined that which attitudes are perceived as dehumanization in the workplaces and "Organizational Dehumanization Perception Scale" was created. Sample of this study was obtained from 183 employees who are from different institutions and different positions. Data of the research collected by the help of Organizational Justice Perception Scale, Organizational Citizenship Behavior Scale, Intention to Leave Work Scale, and Organizational Dehumanization Perception Scale. Analyzing the data, it has been found that dehumanization perception has a regulatory role between organizational justice perception and organizational citizenship behavior and intention to leave work. It has been found that, not to be respected as a human being, sub-dimensions of workplace relationships and total dehumanization perception have an intermediary role in the relationship between the distributive justice perception and the intention to leave work. It has been found that total dehumanization perception has an intermediary role in the relationship between inter-person justice and intention to leave work. It has been found that total dehumanization perception has an intermediary role in the relationship between informational justice perception and the intention to leave work. It has been found that total dehumanization perception has an intermediary in the relationship between total organizational justice perception and intention to leave work. It has been found that sub-dimension of workplace relationships has an intermediary role in the relationship between organizational justice perception and civic virtue behavior. It has been found that sub-dimension of workplace relationships and total dehumanization perception have an intermediary role in the relationship between informational justice perception and civic virtue behavior. It has been found that total dehumanization perception has an intermediary role in the relationship between inter-personal justice perception and civic virtue behavior. Result findings of the research have been tried to be compared with the results of the related literature.