Organizational justice includes the perceived justice of all reciprocal changes that occur socially or economically within the organization and the involvement of those who work with managers, colleagues, and organizations. The notion of organizational justice has three separate dimensions. These dimensions consist of distributional justice, procedural justice and interactional justice. Distributional justice refers to the justice perception of the workers related to the distribution of rewards, punishments and promotions and it is accepted as the key setout of justice in organizations. Procedural justice may be expressed as the degree of justice of procedures and policies accepted in the determination and measurement of the factors such as wage, promotion, working conditions and performance evaluation.And interactional justice indicates the degree of justice in the behavior and attitudes of managers during the process of procuring acceptance of the workers for the procedures and the implementation of such. There is a general idea in the past researches about the existence of an association between the demographic characteristics of employees and the perceptions of organizational justice.The aim of this study is to determine whether the employees in the operating factories in Afyonkarahisar have changed according to the demographic characteristics of organizational justice. With this purpose in mind, a questionnaire was implemented on 254 people working in five star thermal hotels in Afyonkarahisar. Correlation, Mann-Whitney U test and Kruskal-Wallis H test methods were utilized in empirical analyses. The findings of analysis suggested organizational justice perception was observed to be varying depending on the demographic variables such as age, gender, education level, the department one works for in the organization, the title of the job, duration of the work, experience etc.
Organizational Justice, Thermal Hotels, Afyonkarahisar, Demographic Characteristics, Employees