Tags

Type your tag names separated by a space and hit enter

Organizational justice, trust, and identification and their effects on organizational commitment in hospital nursing staff.
BMC Health Serv Res. 2015 Sep 07; 15:363.BH

Abstract

BACKGROUND

It is of importance and urgency for hospitals to retain excellent nursing staff in order to improve patient satisfaction and hospital performance. However, it was found that simply increasing the salary is not the best method to resolve the problem of lacking nursing staff; it is necessary to focus on the impact of non-monetary factors. The delicate relationship between organizational justice, organizational trust, organizational identification, and organizational commitment requires investigation and clarification from more studies if application in nursing practice is to be expected. Therefore, this study was to investigate how the organizational justice perception could affect nurses' organizational trust and organizational identification, and whether the organizational trust and organizational identification could encourage nurses to willingly remain in their jobs and commit themselves to the hospitals.

METHODS

A cross-sectional design was used. Questionnaires were distributed in 2013 to a convenience sample of 400 registered nurses in one teaching hospital in Taiwan: 392 were retrieved. Of these, 386 questionnaires were valid, which was a 96.5% response rate. The SPSS 17.0 and Amos 17.0 (structural equation modeling) statistical software packages were used for data analysis.

RESULTS

The organizational justice perceived by nurses significantly and positively affects their organizational trust (γ₁₁ = 0.49) and organizational identification (γ₂₁ = 0.58). Organizational trust (β₃₁ = 0.62) and organizational identification (β₃₂ = 0.53) significantly and positively affect organizational commitment.

CONCLUSIONS

Hospital managers can enhance the service concepts and attitudes of frontline nursing personnel by maximizing organizational justice, organizational trust and organizational identification. Nursing personnel would then be motivated to provide feedback to the attention and care provided by hospital management by demonstrating substantial improvements in their extra-role performance. Improved service concepts and attitudes would also facilitate teamwork among colleagues, boost the morale of the nursing faculty and reduce resignations and career changes.

Links

PMC Free PDF

Authors+Show Affiliations

Chen SY
Division of Nursing, Department of Ophthalmology, Kaohsiung Medical University Hospital, Kaohsiung Medical University, Kaohsiung, Taiwan.
Wu WC
Department of Ophthalmology, Kaohsiung Medical University Hospital, Kaohsiung Medical University, Kaohsiung, Taiwan. wuoph@kmu.edu.tw.
Chang CS
R.O.C Naval academy, Kaohsiung, Taiwan. arthur0660@yahoo.com.tw.
Lin CT
Department of Marine Leisure Management, National Kaohsiung Marine University, Kaohsiung, Taiwan.
Kung JY
Department of Information Management, R.O.C Naval academy, Kaohsiung, Taiwan.
Weng HC
Institute of Gerontology, College of Medicine, National Cheng Kung University, Tainan, Taiwan.
Lin YT
Department of Occupational Therapy, Shu-Zen Junior College of Medicine and Management, Kaohsiung, Taiwan.
Lee SI
Department of Medical Record Administration, Kaohsiung Veterans General Hospital, Kaohsiung, Taiwan.

MeSH

AdultAttitude of Health PersonnelCross-Sectional StudiesFemaleHospitals, TeachingHumansMaleMiddle AgedNursing Staff, HospitalOrganizational CulturePersonnel LoyaltySocial JusticeSurveys and QuestionnairesTaiwanTrust

Pub Type(s)

Journal Article

Language

eng

PubMed ID

26347451

Citation

Chen, Su-Yueh, et al. "Organizational Justice, Trust, and Identification and Their Effects On Organizational Commitment in Hospital Nursing Staff." BMC Health Services Research, vol. 15, 2015, p. 363.
Chen SY, Wu WC, Chang CS, et al. Organizational justice, trust, and identification and their effects on organizational commitment in hospital nursing staff. BMC Health Serv Res. 2015;15:363.
Chen, S. Y., Wu, W. C., Chang, C. S., Lin, C. T., Kung, J. Y., Weng, H. C., Lin, Y. T., & Lee, S. I. (2015). Organizational justice, trust, and identification and their effects on organizational commitment in hospital nursing staff. BMC Health Services Research, 15, 363. https://doi.org/10.1186/s12913-015-1016-8
Chen SY, et al. Organizational Justice, Trust, and Identification and Their Effects On Organizational Commitment in Hospital Nursing Staff. BMC Health Serv Res. 2015 Sep 7;15:363. PubMed PMID: 26347451.
* Article titles in AMA citation format should be in sentence-case
TY - JOUR T1 - Organizational justice, trust, and identification and their effects on organizational commitment in hospital nursing staff. AU - Chen,Su-Yueh, AU - Wu,Wen-Chuan, AU - Chang,Ching-Sheng, AU - Lin,Chia-Tzu, AU - Kung,Jung-Yuan, AU - Weng,Hui-Ching, AU - Lin,Yu-Tz, AU - Lee,Shu-I, Y1 - 2015/09/07/ PY - 2013/08/09/received PY - 2015/08/21/accepted PY - 2015/9/9/entrez PY - 2015/9/9/pubmed PY - 2016/3/11/medline SP - 363 EP - 363 JF - BMC health services research JO - BMC Health Serv Res VL - 15 N2 - BACKGROUND: It is of importance and urgency for hospitals to retain excellent nursing staff in order to improve patient satisfaction and hospital performance. However, it was found that simply increasing the salary is not the best method to resolve the problem of lacking nursing staff; it is necessary to focus on the impact of non-monetary factors. The delicate relationship between organizational justice, organizational trust, organizational identification, and organizational commitment requires investigation and clarification from more studies if application in nursing practice is to be expected. Therefore, this study was to investigate how the organizational justice perception could affect nurses' organizational trust and organizational identification, and whether the organizational trust and organizational identification could encourage nurses to willingly remain in their jobs and commit themselves to the hospitals. METHODS: A cross-sectional design was used. Questionnaires were distributed in 2013 to a convenience sample of 400 registered nurses in one teaching hospital in Taiwan: 392 were retrieved. Of these, 386 questionnaires were valid, which was a 96.5% response rate. The SPSS 17.0 and Amos 17.0 (structural equation modeling) statistical software packages were used for data analysis. RESULTS: The organizational justice perceived by nurses significantly and positively affects their organizational trust (γ₁₁ = 0.49) and organizational identification (γ₂₁ = 0.58). Organizational trust (β₃₁ = 0.62) and organizational identification (β₃₂ = 0.53) significantly and positively affect organizational commitment. CONCLUSIONS: Hospital managers can enhance the service concepts and attitudes of frontline nursing personnel by maximizing organizational justice, organizational trust and organizational identification. Nursing personnel would then be motivated to provide feedback to the attention and care provided by hospital management by demonstrating substantial improvements in their extra-role performance. Improved service concepts and attitudes would also facilitate teamwork among colleagues, boost the morale of the nursing faculty and reduce resignations and career changes. SN - 1472-6963 UR - https://www.unboundmedicine.com/medline/citation/26347451/Organizational_justice_trust_and_identification_and_their_effects_on_organizational_commitment_in_hospital_nursing_staff_ DB - PRIME DP - Unbound Medicine ER -