The Relationship between Organizational Justice, Organizational Trust, and Organizational Citizenship Behavior: A Case Study of the Employees of the Karabuk University

Abstract

Employees and institutions are being forced to evolve and innovate because of technology advancements, globalization, and increased competitive circumstances in the era we live in. Globalization and growing competition have prompted firms to make the most of their current financial and human resources and develop staff capabilities. Employees’ experience, creativity, understanding, and knowledge are regarded as essential competitive assets for organizations looking to boost their competitive potential, differentiate themselves from their rivals, and establish a common language across the firm. In this context, the human factor is seen as the most striking component of the employee/human resource when it comes to achieving the institution’s objectives. The fact that the human element of the employee/human resource behaves by organizational objectives is intimately linked to the organization’s high feeling of fairness. The term "organizational justice" refers to organizational members’ perspectives of interaction, distribution, function, and distribution within the organization. The idea of "justice" is one of the topics examined in human resource management, organizational psychology, and organizational behavior literature. The fact that the phenomenon of justice is a crucial aspect in the active fulfillment of institutions’ tasks underpins this.