The mediating role of individualistic and collectivist culture to the impacts of organizational justice on organizational outcomes: A research on the administrative personnel of the Eastern Black Sea universities

There are so many researches in the literature, about the impacts of culture on organizations and employees. The multidimensional and very rich cultural structure of Turkey is also influential on organizations. However, the content of this impact requires empirical researches. At this point, it should be considered that, culture is continuously changing. Recently, the number of researches which searches the impacts culture on organizational structure has increased. However, the results of literature review have showed that, the number of researches on this topic in Turkey is limited. At this content, in this research, with the aim of contributing related literature and the area of management, the relationship between the concepts of individualism and collectivism of organizational culture with organizational justice, and the impacts of these dimensions to the organizational results were investigated. Then, depending on the results of research, a model was developed. Again, the results were evaluated in the frame of the literature and the hypothesis. This thesis includes theoretical and application parts. The theoretical parts are formed with literature review; and the application part is formed with the analysis of data obtained with a survey from 414 managerial personnel of state universities which were founded after the year of 2006 in the Eastern Black Sea part of Turkey. The analyses were made with the help of SPSS and LISREL statistical package programs. In the frame of conceptual model, a new model was suggested which shows the mediating impact of individualism and collectivism dimensions of organizational culture to the relationship between organizational justice and organizational results. The results of the analysis demonstrated that, there is a mediating effect of individualism on the relationship between procedural justice and, kindness, conscience (negative direction), normative loyalty and performance. Moreover, it was identified that, the distributive and interactive justice dimensions of organizational justice are associated with the dimensions of politeness, scrupulousness, sacrifice, sportsmanship, and the civilian merit of organizational citizenship. Again, the distributive and interactive justice dimensions of organizational justice are also linked with emotional loyalty, and normative loyalty dimensions of organizational loyalty. In addition, the distributive and interactive justice dimensions of organizational justice also have statistically significant relationships with job satisfaction, and organizational performance. Finally, it was found that, the collectivism dimension of organizational culture is a mediator to these relationships. Key words: Organizational justice, Individualistic and Collectivist Culture, Job satisfaction, Organizational citizenship and loyalty