The Relationship Between Organizational Commitment and Organizational Justice Among Health Care Workers in Ethiopian Jimma Zone Public Health Facilities

Gelana, Beshea; Adugna, Kebebe; Bezane, Bezawit; Gezahign, Matebu; Wayessa, Gemechis; Kebede, Alemi; Tefera, Gelila; Demissie, Yisalemush

doi:10.2147/jhl.s345528

Cited by 15 publications

(10 citation statements)

References 34 publications

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“…This implying that the health workers who have a high perception of procedural justice have a higher chance to provide better clinical decision-making outcome. This stud is in line with Deressa et al (2022) who reported that health workers who have a string perception of organizational justice tend to show more commitment to work than their counterparts who have low perception of procedural justice. These authors suggest that organizational justice has been acknowledged as a stimulus factor influencing healthcare workers level of organizational commitment leading to better decision-making outcomes.…”

Section: Discussionsupporting

confidence: 91%

Collaborative Shift-Scheduling and Perceived Procedural Justice as Predictors of Clinical Decision-Making in Managed Care Practice among Selected Samples of Health Workers in the Federal Capital Territory (FCT), Abuja, Nigeria

Donald¹,

Chinwuba²,

Kayode³

2022

JPBR

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This study examined the roles of collaborative shiftwork schedule and procedural justice as predictors of clinical decision-making in managed care practice among a selected sample of health workers in Abuja, Nigeria. The study was survey design conducted among 197 healthcare workers were selected using convenient sample from public and private healthcare institutions in Abuja. The Bergen Shift Work Sleep Questionnaire (BSWSQ) developed by Flo et al. (2012) was used to assess shiftwork collaborative scheduling. Procedural justice was measured using the Procedural Justice Scale (OJS) developed by Niehoff and Moorman (1993). While The Clinical Decision-Making Survey (CDMS) developed by Ferrell et al. (1991) was used to measure clinical decision-making. The result revealed that shiftwork did show significant relationship with clinical decision-making among psychiatric nurses [r (197) = .451, p <. 01]. Results from the multiple regression showed that procedural justice significantly predicted clinical decision-making among healthcare workers [? = .331, p <0.01]. The result of this study suggest that healthcare workers who engage in shift-schedule with a high perception of procedural justice have higher propensity to provide enhanced clinical decision-making at the workplace. The Nigerian healthcare reforms and policies should be reviewed, specifying issues relating to collaborative shiftwork for healthcare workers.

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Section: Discussionsupporting

confidence: 91%

Collaborative Shift-Scheduling and Perceived Procedural Justice as Predictors of Clinical Decision-Making in Managed Care Practice among Selected Samples of Health Workers in the Federal Capital Territory (FCT), Abuja, Nigeria

Donald¹,

Chinwuba²,

Kayode³

2022

JPBR

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“…For interpretation, Beta and Adjusted R2 were used, and statistically significant predictors were declared at a p-value of 0.05 and a 95% confidence interval. 31 …”

Section: Methodsmentioning

confidence: 99%

The Relation Between Organizational Justice and Counter-Productive Work Behavior Among Health Care Professionals in Jimma Zone Public Health Institutions

Adugna¹,

Bezane²,

Kebede³

et al. 2022

JHL

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Background Counterproductive behavior costs organizations and their members which will ultimately affect work-related outcomes and organizational success. Organizational justice has the potential to affect the level of counter productive behavior. However, there is a paucity of studies to show the link between counterproductive behavior and organizational justice dimensions in the Ethiopian health care system context. Therefore, the purpose of this research was to look into the link between organizational justice, and counterproductive work behavior among health care professionals. Methods The 395 study participants were chosen using a facility-based cross-sectional study methodology. A proportionate stratified systematic random sampling technique was deployed to select study participants from health facilities. Data was gathered using a structured self-report questionnaire by CWB Scale that was developed by Spector and Fox (2005) with Cronbach’s alpha of an average of (0.84–0.87). Data was obtained, cleaned, and entered by Epidata3.1. Finally, for descriptive and inferential statistical analysis, the data was exported to SPSS version 23.0. Results According to the findings, 159 (40.3%) of the study participants engaged in counterproductive job activities. Organizational justice was assumed to be fair by about half of the respondents, 202 (52.2%). Distributive Justice (=−0.141, p.05) was found to be a significant and negative predictor of counterproductive work behavior in the regression analysis. Age (β=−0.014, p< 0.05), the average number of hours worked every week (β=−0.009, p< 0.05), and experience (β=0.016, p< 0.05) were found to be significant predictors of the counterproductive work behaviors. Conclusion and Recommendation This study indicated that distributive justice show significant contribution in reduction of counterproductive work behaviour.As a result, improving organizational justice can aid to reduce counterproductive work behavior which in turn increases the facility’s productivity.

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“…Then the schools' management, or the authorities, should employ good strategies to maintain procedural justice to maintain the principals' affection for their job. Designing intervention (Primawidi & Mangundjaya, 2020) as a part of persevering such a commitment (Deressa et al, 2022) is decisive to make.…”

Section: Organizational Justice Direct Effect On Affective Commitmentmentioning

confidence: 99%

Affective Commitment of Public-School Principals : How do Organizational Justice and Job Satisfaction Affect the Commitment?

Harini

Adisel

Ripki

et al. 2023

j. kependidikan. has. penelit. kaji. kepustakaan. bid. pendidik

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This research aims to examine the effect of organizational commitment and job satisfaction on high school principals’ affective commitment. The research employed a quantitative survey. The samples researched were 90 senior high school principals in Jakarta. The data were collected through a series of questionnaires. The data were then analyzed using descriptive statistics and path analysis. The results indicated that: 1) organizational commitment gave a positive direct effect on the principals’ affective commitment; 2) job satisfaction gave a significant direct effect on the principals’ job satisfaction, and 3) organizational commitment gave a positive direct effect on the principals’ job satisfaction. The present research implies that the provincial education board is strongly suggested to keep performing fair procedural justice prescribed by regulations to maintain the principals working satisfactorily and feeling attached to their schools.

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The Relationship Between Organizational Commitment and Organizational Justice Among Health Care Workers in Ethiopian Jimma Zone Public Health Facilities

Cited by 15 publications

References 34 publications

Collaborative Shift-Scheduling and Perceived Procedural Justice as Predictors of Clinical Decision-Making in Managed Care Practice among Selected Samples of Health Workers in the Federal Capital Territory (FCT), Abuja, Nigeria

Collaborative Shift-Scheduling and Perceived Procedural Justice as Predictors of Clinical Decision-Making in Managed Care Practice among Selected Samples of Health Workers in the Federal Capital Territory (FCT), Abuja, Nigeria

The Relation Between Organizational Justice and Counter-Productive Work Behavior Among Health Care Professionals in Jimma Zone Public Health Institutions

Affective Commitment of Public-School Principals : How do Organizational Justice and Job Satisfaction Affect the Commitment?

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