Organizational Justice and Trust Perceptions : A Comparison of Nurses in Public and Private Hospitals

Rajabi, Mahboobeh; Abdar, Zahra Esmaeli; Agoush, Leila

doi:10.5742/mewfm.2017.93078

Cited by 9 publications

(10 citation statements)

References 27 publications

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“…Therefore, the higher the level of perceived procedural justice, the higher the level of affect-based trust towards managers. Rajabi, Abdar, and Agoush (2017) found a positive relationship between organizational justice and trust in their research in Iran. De Boer et al (2002) suggested that when employees perceive too much injustice about the procedures in the work environment, they tend to view their managers as responsible for this.…”

Section: Discussionmentioning

confidence: 89%

“…Evidence also suggests a relationship between interactional justice and affect-based trust (Arslantaş & Dursun, 2008;Colquitt et al, 2012;Cüce, 2012). Rajabi, Abdar, and Agoush (2017) found a positive relationship between organizational justice and trust in their research in Iran. There is a high correlation between trust and justice among nurses working in private hospitals compared to the public sector.…”

Section: Discussionmentioning

confidence: 89%

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The Effect of Organizational Justice and Trust on Job Stress in Hospital Organizations

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Tekingündüz

2018

J of Nursing Scholarship

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Section: Discussionmentioning

confidence: 89%

Section: Discussionmentioning

confidence: 89%

The Effect of Organizational Justice and Trust on Job Stress in Hospital Organizations

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Tekingündüz

2018

J of Nursing Scholarship

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“…Individuals with high OJ perception make efforts and struggle to reach the goals of the institution (Pekkarinen et al ; Johnson et al ). OJ positively correlates with job satisfaction (JS), organisational commitment (Yürür ; Fardid et al ), institutional trust (Chen et al ; Terzioglu et al ; Rajabi et al ), work ability (von Bonsdorff et al ), the effort of nurses for treatment (Motlagh et al ) and organisational citizenship, (Chang & Chang ; Yaghoubi et al ; Chang ; Sulander et al ) and negatively correlates with turnover and mobbing (Terzioglu et al ; Fardid et al ).…”

Section: Introductionmentioning

confidence: 99%

The effect of perceived organisational justice on job satisfaction and burnout levels of haemodialysis nurses

Topbaş

Bay

Turan

et al. 2019

Journal of Renal Care

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L. (2019). The effect of perceived organisational justice on job satisfaction and burnout levels of haemodialysis nurses. Journal of Renal Care XX(XX),1-9. S U M M A R YBackground: Organisational justice influences job satisfaction, the performance of individuals and the functioning of institutions.The lack of evidence-based studies investigating the relationship between hemodialysis nurses' perceptions of organisational justice, job satisfaction and burnout has created a research gap in this area. Objective:To investigate the effect of perceived organisational justice on professional satisfaction and burnout levels of haemodialysis nurses and to identify any relation ship with individual and organisational factors. Material and Methods:The study was designed as a multi-centre descriptive study. The data were collected using the 'personal information form', the Organisational Justice Scale', the 'Maslach Burnout Inventory' and the 'Minnesota Satisfaction Questionnaire'. Results:The distributive justice scores decreased as the depersonalisation scores of the nurses increased. As the personal accomplishment scores of the nurses increased, the interactional justice scores also increased. It was observed that the job satisfaction scores increased as the sub-dimensional scores of the organisational justice scale increased and exhaustion decreased. Conclusion:It was detected that there was a significant relationship between the organisational justice perception of nurses and their job satisfaction and level of burnout. Institutions are encouraged to adopt a fair policy towards nurses and promote personal development.

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“…The perception that supervisors and deci-sion-makers are unfair in their interaction is the determinant of negative/unfavorable attitude and behavior of the employee. The increase in justice perception related to interaction not only increases well-being (Celik, et al, 2014) and positive affectivity (Polatci, & Ozcalik, 2015), but also, organizational commitment (Cagliyan, et al, 2017;Nakra, 2014), organizational citizenship behavior (Collins, & Mossholder, 2017) and organizational trust (Rajabi, et al, 2017) are strengthened whilst counterproductive work behavior (Polatci, & Ozcalik, 2015) and turnover intention (Ribeiro, & Semedo, 2014) are reduced. Another possible positive outcome of the perception of interactional justice is the increased conscientiousness for work.…”

Section: Interactional Justicementioning

confidence: 99%

İşe İlişkin Sorumluluk Bağlamında Etkileşim Adaletinin İşe Bağlanmaya Etkisi

Kerse¹

2020

JECS

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This research examines the direct and indirect effects of interactional justice perception of employees in the manufacturing sector on their levels of work engagement. The research adopted the view of social exchange theory and tried to determine whether interactional justice affects work engagement through conscientiousness for work. Social exchange is an approach that suggests that employees feel obliged to pay for resources if the organization provides valuable resources to the employee. In the study, which considers the perspective of social change, it was thought that if managers in the organization exhibit fairly behavior toward the employees, the latter will respond with conscientiousness for work and exhibit work engagement behavior. In addition, the conscientiousness (mediator) was considered to be a job-related situation rather than a general personality trait. The data were obtained from 156 employees at a manufacturing firm operating in Turkey. In the study, exploratory and confirmatory factor analysis, correlation analysis, path analysis and structural equation modeling analysis were conducted. In the analyses, it was observed that the perception of interactional justice positively affects both conscientiousness for work and work engagement. The findings of the analysis also show that the effect of interactional justice on work engagement is partially mediated by conscientiousness for work. All findings are discussed from the perspective of the cultural context in Turkey. Anahtar Kelimeler: Interactional justice, conscientiousness for work, work engagement, manufacturing sector ÖZ Bu araştırmanın amacı imalat sektörü çalışanlarının etkileşim adaleti algısının işe bağlanma düzeylerine doğrudan ve dolaylı etkilerini belirlemektir. Bu doğrultuda etkileşim adaletinin işe ilişkin sorumluluk This work is licensed under Creative Commons Attribution-NonCommercial 4.0 International License The Effect of Interactional Justice on Work Engagement through Conscientiousness for Work 66Journal of Economy Culture and Society yoluyla işe bağlanmayı etkileyip etkilemediği sosyal değişim teorisi bakış açısıyla incelenmiştir. Sosyal değişim örgütün çalışanlara değerli kaynaklar sağlamasıyla çalışanların da bu kaynakların karşılığını verme yükümlülüğü hissettiğini öne süren bir yaklaşımdır. Araştırmada sosyal değişim bakış açısı dikkate alınarak örgüt yöneticilerinin çalışanlara adaletli davranışlar sergilemesi davranışına, çalışanların işe ilişkin sorumluluk ve işe bağlanma davranışıyla karşılık vereceği düşünülmüş ve bu doğrultuda araştırma hipotezleri oluşturulmuştur. Bunun yanında, araştırma sorumluluk değişkenini (aracı değişken) genel bir kişilik özelliği olarak değerlendirmemiş; işle ilgili bir durum olarak ele almıştır. Araştırma verileri Türkiye'de faaliyet gösteren bir imalat işletmesindeki 156 çalışandan anket tekniği ile elde edilmiştir. Araştırmada açıklayıcı ve doğrulayıcı faktör analizleri, korelasyon analizi, yol analizi ve yapısal eşitlik modellemesi analizi kullanılmıştır. Analizlerde etkileşim adaleti ...

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Organizational Justice and Trust Perceptions : A Comparison of Nurses in Public and Private Hospitals

Cited by 9 publications

References 27 publications

The Effect of Organizational Justice and Trust on Job Stress in Hospital Organizations

The Effect of Organizational Justice and Trust on Job Stress in Hospital Organizations

The effect of perceived organisational justice on job satisfaction and burnout levels of haemodialysis nurses

İşe İlişkin Sorumluluk Bağlamında Etkileşim Adaletinin İşe Bağlanmaya Etkisi

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