Influence of Perceived Organizational Injustice on Workplace Alienation among Nursing Staff during COVID-19 Pandemic

Abstract

Background: During the ongoing COVID-19 crisis, healthcare organizations are still fighting to retain nursing staff by reducing intense workload and sustaining workplace justice in order to avoid nursing staff burnout, turnover, and alienation. Aim: This research aimed to identify the influence of perceived organizational injustice on workplace alienation among nursing staff during COVID-19. Design: A descriptive, correlational research design was utilized to achieve the aim of the study. Settings: It was conducted in intensive care units (ICUs) and inpatient wards for males and females at Tanta Main University Hospital and Al-Minshawi General Hospital. Subjects: It contained a convenience sampling of 508 nursing staff. Tools: It compromised two instruments; the first tool, entitled perceived organizational injustice, which included socio-demographic data of nursing staff and four dimensions of distributive, procedural, informational, and interpersonal injustice (20 items). The second tool, entitled workplace alienation factors, contained three factors of powerlessness, self-estrangement, and meaninglessness (29 items). Results: This research showed that the overall nursing staff's perceptions of organizational injustice and workplace alienation were significantly high. The dimensions of organizational injustice were positively correlated with all the factors of workplace alienation. Conclusion: It verified that the dimensions of organizational injustice were discovered to have a substantial impact on the predicted variance of workplace alienation among nursing staff. Recommendations: This research recommended that hospital administrators need to state a clear grievance procedure, as well as nursing researchers, need to conduct a longitudinal study or qualitative study to assess the consequences of organizational injustice and workplace alienation.

Work alienation influences nurses’ readiness for professional development and willingness to learn: A cross-sectional correlation study

“…This could be rationalized by nurses who had master or PhD degrees were more likely to have anxiety, stress, unsatisfied with their life situations. Our findings are consistent with [ 21 ].…”

“…Their participants perceived high levels of work alienation. This could be rationalized by similarities in culture and the healthcare demands in which Jordan and Egypt have high level of demand [ 21 ]. Therefore, future studies are recommended to measure work alienation in other Arab countries.…”

“…Work alienation has five dimensions namely: meaninglessness, powerlessness, isolation, self-estrangement, and normlessness [ 19 ]. A few studies examined the work alienation during COVID-19 among nurses [ 20 , 21 ]. The influence of work alienation on readiness for professional development and willingness to learn during the period of COVID-19 has not been investigated to date.…”

The negative effects of the pandemic on human behavior; alienation and social anhedonia: the example of sport sciences students

“…In another evaluation, when we look at Table 6, where the SA and alienation levels of the students are examined according to the state of being caught to Corona virus; It was determined that there was no statistically significant difference between the variable of the students' status of contracting COVID-19 and their alienation and SA levels (p>0.05). There are significant results regarding alienation and SA in relation to COVID-19 in the relevant literature [42,43,44]. It seems that our research findings do not overlap with the relevant literature.…”

Does injustice perception threaten organizational performance in the healthcare setting? A sequential mediation examination

“…According to COR theory, MD can be seen as a coping mechanism to protect and conserve psychological resources, which can lead to KH coping with situation stresses. For organizations, this discovery has significant ramifications (Mohamed et al, 2022). It emphasizes the necessity of developing an atmosphere at work that is just and moral, promotes information exchange and forbids MD and KH.…”