Organizational justice as a predictor of organizational citizenship behaviour

Abstract

Organizational Justice essential factor could increase the organizational citizenship behaviours among employees in the workplace. This study aims to examine the impact of organizational justice on organizational citizenship behaviours among nurses. The study employed a quantitative method to examine the impact of organizational justice on organizational citizenship behaviours among nurses. The study conducted in Heet General Hospital and the questionnaire tool's used to collect the data. However, the questionnaires consist of three main elements of organizational justice (distributive, interactional and procedural justice) and the organizational citizenship behaviour items. The data is analyzed by Smart PLS. The result indicated that the distributive and interactional justice have a positive and significant impact on organizational citizenship behaviours among nurses. In contrast, procedural justice has no significant impact on organizational citizenship behaviours among nurses. Distributive justice predicted organizational citizenship behaviours more than interactional justice. The study contributed to enrich the body of literature, which is suffering the lack of study among nurses.

The Impact of Organizational Justice on the Organizational Citizenship Behavior of Contract Workers in Indonesia: The Role of Exchange Quality and Multifocal Trust

“…Furthermore, they also have a willingness to help their colleagues, give instructions to complete work, and care for other staff members. These results support Chen & Jin (2014), Cropanzano and Rupp (2016), Nisar et al (2014), Al-Quraan & Khasawneh (2017), and Salam (2020.…”

Perceived organizational support and organizational citizenship behavior–A study of the moderating effect of volunteer participation motivation, and cross-level effect of transformational leadership and organizational climate

“…Many studies have found that fairness ( Salam, 2020 ), a sense of self efficacy ( Zhou and Qian, 2021 ), collective efficacy ( Strydom, 2021 ), and group cohesion ( Schmidthuber and Hilgers, 2019 ) are the antecedents of employees’ ex-role behavior. Engagement in volunteer services or activities gives people an opportunity to show their altruistic values ( Clary et al, 1998 ) and trigger their ex-role behavior.…”

Organizational Citizenship Behavior Ditinjau dari Organizational Justice dan Job Satisfaction

“…Organizational citizenship behavior atau OCB diakui sebagai faktor penting dalam organisasi, karena adanya OCB dapat meningkatkan dan memanfaatkan SDM pada organisasi untuk mempertahankan kelangsungan hidup didalam lingkungan yang kompetitif (Benjamin, 2012). Sejalan dengan hal tersebut, Salam (2020) juga berpendapat bahwa OCB merupakan peran penting dalam setiap organisasi, karena sebagai kunci untuk kelangsungan hidup organisasi. Hal ini dikarenakan, OCB dapat diartikan sebagai perilaku ekstra atau lebih di luar pekerjaan formal individu yang sangat dihargai organisasi, karena dapat meningkatkan efisiensi dan daya saing pada bisnis.…”

“…Hal tersebut dapat meyebabkan karyawan dengan sukarela untuk bekerja dengan lembur, dan bahkan bekerja diluar jam kerja mereka (8 jam kerja). Kemudian hal ini juga didukung oleh pendapat Salam (2020), bahwa ketika karyawan melakukan peran lebih mereka secara sukarela (OCB) dapat meningkatkan citra organisasi. Oleh karena itu, dengan adanya tuntutan kerja tersebut diharapkan dapat memberikan kinerja lebih dari tanggung jawab karyawan (OCB), dimana OCB memiliki peran penting dalam berjalannya suatu organisasi (Alzayed et al, 2017).…”