Relationships between organizational justice, organizational trust and organizational commitment: a cross-cultural study of China, South Korea and Australia

Jiang, Zhou; Gollan, Paul J.; Brooks, Gordon

doi:10.1080/09585192.2015.1128457

Cited by 86 publications

(96 citation statements)

References 113 publications

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“…Health care managers pay specific attention in order to develop organizational trust among staff nurses and their co-workers to guarantee that all staff moves toward and achieves common goals. [1,2] Organizational trust is defined as: A sense of commitment and confidence, without the experiences of fear, doubts and hesitation. Staff nurses believe that they will receive assistance and cooperation in solving problems in times of need, without hidden motives or negative thoughts on the part of others.…”

Section: Introductionmentioning

confidence: 99%

Relationship between organizational trust and organizational citizenship behaviors: Staff nurses’ perspective

Atalla

Abdelaal²

2019

JNEP

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Background and objective: Individuals, who work in an organization where there is a high level of trust, perceive themselves as an important and valued part of this organization. With more enthusiasm, they come to work and are happier with their jobs. Thus, staff nurses' organizational trust, which forms the basis of intra-organizational relationships, can affect their performance and help them to demonstrate organizational citizenship behaviors. The aim of this study was to assess organizational trust and organizational citizenship behaviors from staff nurses' perspective. Also, to investigate the relationship between organizational trust and organizational citizenship behaviors at Alexandria Main University Hospital. Methods: A descriptive correlational design was utilized with convenient sample of staff nurses (n = 352) including staff nurses who works in units of medical care (n = 90), in units of surgical care (n = 120), and in critical care units (n = 142). Two tools were used to measure the study variables: Tool I: Organizational Trust Inventory (OTI). Tool II: Organizational Citizenship Behavior Scale (OCBS). Results: The highest mean score of organizational trust was related to trust in managers, while, the lowest mean score was related to trust in organization. The highest mean score of organizational citizenship behaviors was related to conscientiousness, while the lowest mean score was related to sportsmanship. Conclusions and recommendations: Staff nurses perceived high organizational trust and moderate organizational citizenship behaviors. There is a strong positive high significant correlation between overall organizational trust and overall organizational citizenship behaviors as perceived by staff nurses. Continuous periodic training programs should be given for staff nurses in different healthcare units, to increase their awareness about organizational trust and how to demonstrate organizational citizenship behaviors.

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Section: Introductionmentioning

confidence: 99%

Relationship between organizational trust and organizational citizenship behaviors: Staff nurses’ perspective

Atalla

Abdelaal²

2019

JNEP

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“…Sert, Elçi, Tanyeri, and Şener (2014) indicated that there was a significant negative relationship between distributional and procedural justice and job stress. In addition, Jiang, Gollan, and Brooks (2017) indicated that significant relationships exist among justice, trust, and commitment in China, South Korea, and Australia. Chen et al (2015) found in their study that organizational justice significantly and positively affected organizational trust among the nurses in one teaching hospital in Taiwan.…”

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confidence: 99%

“…Several studies have shown that justice contributes to trust development in human resources (Aryee et al, 2002;Sousa-Lima, Michel, & Caetano, 2013). In addition, Jiang, Gollan, and Brooks (2017) indicated that significant relationships exist among justice, trust, and commitment in China, South Korea, and Australia.…”

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confidence: 99%

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

Top

Tekingündüz

2018

J of Nursing Scholarship

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“…Consistent with this perspective, we argue that justice perceptions mediate the relationship between organizational inclusion and affective wellbeing. Among the three dimensions (distributive, procedural, and interactional) of organizational justice, procedural and distributive justice are particularly relevant to organization-oriented variables, whereas interactional justice (both interpersonal and informational components) is more relevant to variables related or specific to supervisors (Cropanzano et al, 2002;Jiang et al, 2016). Because organizational inclusion is an organization-oriented variable that is referenced to the organization or system as a whole, we focus only on the mediating roles of distributive and procedural justice.…”

Section: Introductionmentioning

confidence: 99%

Inclusion and affective well-being: roles of justice perceptions

Jiang

Fujimoto

et al. 2018

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Purpose -This paper examines the mediating roles of procedural justice and distributive justice in the organizational inclusion-affective wellbeing relationship.Design/methodology/approach -Data were collected from 253 Australian employees using an online survey. The study used confirmatory factor analysis and structural equation modeling to analyze the data.Findings -Organizational inclusion was positively related to both distributive justice and procedural justice. The relationship between organizational inclusion and affective wellbeing was mediated by both distributive justice and procedural justice.Research limitations/implications -The cross-sectional design may have limited the empirical inferences; however, the proposed model was based on robust theoretical contentions, thus mitigating the limitation of the design. Data were collected from a single organization, thus limiting generalizability.Practical implications -Implementation of inclusion training activities at organizational, group, and individual levels is important to enhance perceptions of organizational inclusion and subsequently improve employee affective wellbeing.Originality/value -Based on the group engagement model and group-value model of justice, this paper adds to the literature by demonstrating two mediating mechanisms driving the organizational inclusion-affective wellbeing relationship.

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Relationships between organizational justice, organizational trust and organizational commitment: a cross-cultural study of China, South Korea and Australia

Cited by 86 publications

References 113 publications

Relationship between organizational trust and organizational citizenship behaviors: Staff nurses’ perspective

Relationship between organizational trust and organizational citizenship behaviors: Staff nurses’ perspective

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

Inclusion and affective well-being: roles of justice perceptions

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