THE MODERATING EFFECT OF POWER DISTANCE ON ORGANIZATIONAL JUSTICE AND ORGAN？ZATIONAL CYNICISM

Employees develop various attitudes against to policies and practices of their organizations in their working lives. As one of these attitudes organizational cynicism can arise out of unjust, unhonest, untruth, insincere and inconsistent policies, principles and practices in organizations. The main purpose of current study is to examine the relationship between organizational justice and organizational cynicism and the moderating effect of power distance on this relationship. To accomplish this aim, the data were collected from 255 employees working at different organizations in the banking sector. Data were collected through a questionnaire. The hypotheses were tested with structural equation model. Research results covered up that distributive justice had a negative effect on affective and behavioral cynicism; interactional justice had a negative effect on cognitive and affective cynicism; power distance had a moderator effect on the relationship between distributive justice and behavioral cynicism and interactional justice and behavioral cynicism; procedural justice had a moderator effect on the relationship between distributive justice and cognitive cynicism and interactional justice and cognitive cynicism