The Mediating Role of Perceives Organizational Support on the Effect of Distribution Justice on Employee Performance

Organizational procedures in the interaction of employee-organization, attitude of the organization towards its workers and the reaction its workers give to justice perceptions establish the foundations of justice perception. In general, as justice perception's being positive will increase the productivity in workers in terms of providing organizational productivity, the significance of justice applications increase every other day in the employee-organization interaction to be able to enhance the performance of workers. Therefore, the aim of this study is to investigate the mediating role of perceived organizational support in the effect of distributive justice on employee performance. For this reason, data was collected from 353 participants working in textile factories in Gaziantep through questionnaire. Confirmatory factor analysis was performed in the analysis of the data, correlations between the variables were determined, and structural equation and goodness of fit tests of the model and regression analysis were performed. In order to test the mediating role, the significance of the indirect effects was examined using the bootstrap method. In the analyses, it was determined that distribution justice had a significant positive effect on perceived organizational support. As a result of mediating analysis perceived organizational support was found to have a partial mediator role in the relationship between distribution justice and employee performance.