جستجوی مقالات مرتبط با کلیدواژه « organizational justice » در نشریات گروه « پزشکی »

The aim of this study was to investigate the moderating role of organizational justice in the relationship between spirituality in the workplace and employee trust. The research method is applied in terms of purpose and descriptive-survey in terms of nature and method. The statistical population of the study was the health network of Kashmar city. According to Morgan's table, 119 people were obtained as the minimum required sample. The data collection tool in this study is standard questionnaires. The Niehoff and Moorman questionnaire was used to measure organizational justice, the Paine questionnaire was used to measure organizational trust, and the Milliman et al. Questionnaire was used to measure spirituality in the workplace. The validity of the questionnaires was confirmed by consulting professors and the reliability of the questionnaires was confirmed by calculating Cronbach's alpha. Findings show that there is a direct and significant relationship between spirituality in the workplace and employee trust. Organizational justice moderates the relationship between spirituality in the workplace and employee trust.

Nurses can be more successful in neutralizing the consequences of stressful factors in the work environment by using the job self-efficacy capability. Also, increasing self-efficacy and improving organizational justice could affect nurses' job burnout. This study aimed to determine the relationship between organizational justice and self-efficacy and job burnout of critical care departments nurses in 2022.

This descriptive analytical study of cross-sectional-correlation type was conducted on 220 nurses working in the critical care units of five teaching hospitals in Hamadan city in 2022. Niehoff and Moorman's organizational justice questionnaire, Riggs and Knight's job self-efficacy questionnaire, and Garosa et al.'s job burnout questionnaire were used to collect data. Data was analyzed using descriptive and inferential statistics in SPSS version 26 software.

The results showed that the mean and standard deviation (SD) of organizational justice in the participants was equal to 3.01 ± 0.67 which is at an optimal level. The mean and standard deviation of total self-efficacy and job burnout were 103.40 ± 10.93 and 28.26 ± 4.62, respectively, and at the average level. According to the findings, nurses' organizational justice significantly correlated with their self-efficacy (P < 0.001, r = 0.393). Also, the multiple linear regression model indicated that only the effect of distributive justice and individual self-efficacy beliefs were significant on job burnout (with 99% probability).

By increasing nurses' perception of organizational justice, there will be an increase and decrease in their job's self-efficacy and burnout, respectively. According to the identified relations, the attention of nursing managers and leaders to enhancing the level of organizational justice can improve nurses' job self-efficacy and slow down the process of nurse job burnout.

Resilience of the nurses in stressful work environments may have positive organizational effects. According to studies, employees' perception of organizational justice affects their professional commitment and resilience. This study aimed to investigate the relationship of organizational justice with professional commitment and resilience of nurses working in Medical-Educational Centers of Hamedan University of Medical Sciences in 2020-2021.

This descriptive-analytical study was conducted on 260 nurses working in in Medical-Educational Centers of Hamedan University of Medical Sciences. Sampling was done by stratified random sampling method. The research was performed using a demographic questionnaire, Niehoff and Morman Organizational Justice Questionnaire, Jafaraghaei Professional Commitment Questionnaire, and Connor and Davidson Resilience Questionnaire. Data was analyzed in SPSS v24 software using Pearson correlation and regression tests.

Perceived organizational justice was at an average level (2.94 ± 0.78), professional commitment was at a high level (2.80 ± 0.64), and resilience was at an average level (2.65 ± 0.61).Results showed that there was a statistically significant relationship between organizational justice and professional commitment (P=0.013, r=0.154) and professional commitment and resilience (P<0.001, r=0.607), but organizational justice and resilience (P=0.616, r=0.031) were not significantly related. Organizational justice and professional commitment together explain 0.379 of the variance of resilience.

Nurses' perception of organizational justice can increase their professional commitment, and higher professional commitment can increase their level of resilience. Therefore, hospital managers and administrators can increase the level of resilience in nurses by planning to improve the level of organizational justice and professional commitment of nurses.

The faculty members of Universities experience significant level of job stress due to their multiple roles and responsibilities. The purpose of this study is to determine the role of organizational justice and work-family conflict in the job stress of academic staff members of Guilan University of Medical Sciences.

This is a cross-sectional and descriptive-correlational design study. The statistical population of this study comprised faculty members of Guilan University of Medical Sciences about 452. The participants were selected through convenience sampling, and 127 individuals were enrolled in the study. R. S. Eliot job stress (1994), Niehof & Moorman organizational justice (1993), and work-family conflict Carlson, Kacmar & Williams (2000) questionnaires were utilized for data collection. The data were analyzed via Pearson correlation coefficient and multiple linear regression analysis with IBM SPSS.  

 There was a significant negative correlation between job stress and organizational justice (r = -0.324, P = 0.001). Moreover, a significant positive correlation exists between job stress and work-family conflict (r=0.620, P=0.001). The results of multiple analyses implied that job stress is significantly explained by organizational justice (b= -0.066, P=0.039) and work-family conflict (b=0.310, P=0.001) (P<0.001).

Universities, as a systematic social structure, in line with their human resource management, can increase their staff performance by identifying factors which lead to improvement in understanding of organizational justice and reducing job stress, by this the organizational efficiency can be risen.

By increasing competition and expanding the development of human resources development strategies, the Ministry of Cooperation, Labour, and Social Welfare experts are working to maintain talented employees and raise entrepreneurial spirit among their employees to achieve the best performance in the implementation of justice as one of the basic human needs. This study aimed to investigate the strategic role of the seven organizational justice aspects in enhancing entrepreneurial expertise. The method of implementing the present study is a descriptive - survey using a questionnaire. The research population consists of managers and experts of the ministry of cooperation, work, and social welfare as a number of 600. In this study, the sample size of managers and experts was measured by the Cochran formula and the number of 234 people were selected. Reliability and validity of tools were investigated using Cronbach's alpha coefficient, composite reliability, and confirmatory factor analysis, which had the reliability and validity required for instruments. Findings showed that the procedural, interactive, distributive, informational, linguistic, emotional, and observational dimensions of organizational justice enjoy a significant effect on promoting entrepreneurial skills (technical, managerial, innovative, and personal maturity) of human resources. The results suggest that entrepreneurship education is increasingly important in shaping society in emerging economies by empowering people to advance in their careers and lives.

The general purpose of this research is to investigate the role of leader-follower exchange theory in the relationship between organizational justice and job satisfaction in the employees of the Ministry of Sports and Youth of Iran.

This research is applied in terms of purpose and descriptive in terms of data collection -correlation type. The statistical population of the research of all the employees of the Ministry of Sports and Youth in 2017 is equal to 886 people. According to Cochran's table, 268 people constitute the statistical sample of this research (n=268). The data collection tools were the standard questionnaires of leader-follower exchange leadership style, Layden and Maslin (1998), organizational justice, Niehoff et al. (1993), Minnesota job satisfaction (1967). To test the hypotheses of the research, inferential statistics were used and to analyze the data based on the structural equation model, PLS Smart software, version 3, was used.

The findings showed that organizational justice has a positive and significant relationship with job satisfaction. Also, the moderating role of leader-follower exchange leadership style in increasing the relationship between organizational justice and job satisfaction was also confirmed.

The managers of the Ministry of Sports and Youth, by using the leader-follower exchange leadership style, can cause extra-role behaviors in employees and increase the relationship between justice and job satisfaction of employees, and as a result, increase the productivity of this ministry.

Since achieving the goals of the organization requires serious will and commitment of employees to the organization and research related to organizational commitment and its sub-components has attracted the global attention So ,It is necessary to find antecedents and mediators affecting the commitment of employees, especially in medical centers. Therefore, the aim of this study was to determine the mediating role of organizational justice in the relationship between mentoring functions and organizational commitment in hospital staff.

This is a correlational study based on structural equation modeling. The statistical population of the study consisted of all staff of Poursina Hospital in Rasht. 403 employees were selected by quota sampling method. The selected samples answered the Mentoring Function Questionnaire, Organizational Justice Questionnaire and Organizational Commitment Questionnaire. Data analysis was performed using Pearson correlation coefficient and structural equation modeling through SPSS and AMOS. To analyze the mediating relationships, the Bootstrap method with Preacher and Hayes' Macro (2008) program was used.

Fit indicators showed that the proposed mediation model has a good fit with the data and its functions and subscales have a positive and direct effect on organizational commitment . Results show that there is positive and significant relationship between mentoring functions and organizational commitment (p<0.01,r=0.276) also ,between mentoring and organizational justice respectively (p<0.01,r=0.711).in this regards,between organizational justice and organizational commitment,there is positive and significant relationship(p<0.01,r=0.305). findings indicate that organizational justice has immediate role between mentoring function  and organizational commitment.

According to the research results, guidance has a significant effect on organizational justice and organizational commitment of employees. In addition, organizational justice and its subscales mediate the role of guidance and organizational commitment of employees. Therefore, in order to increasing commitment and improving organizational justice in hospitals, special attention to mentoring dimensions is suggested.

The purpose of this study was to investigate the roleof organizational culture and organizational justice onknowledge management in sports and youth departments ofWest Azerbaijan province.

The method of conducting thepresent research is a descriptive correlational type, and interms of the purpose, it is an applied type of research. Thestatistical population of the research included the employeesof the sports and youth departments of West Azarbaijanprovince. The participants were 42 men and 27 women whoanswered the questionnaire in total. They completed theknowledge management questionnaire of Fung and Choi,Niehoff and Moorman's organizational justice, and Robbins'organizational culture.

The research findings showed that organizationalculture and organizational justice directly have a positive andsignificant effect on knowledge management.

Therefore, this study clarified the important roleof these two variables in acquiring, storing and maintaining,distributing and transferring and applying knowledge.

The main purpose of this study is to investigate the effect of organizational justice on job satisfaction of education staff in Lamerd city. Applied research method from survey and research measurement tools including Niehoff and Morman (2000) (2000) Organizational Justice Questionnaire and Martin J. Gannon (1999) Job Satisfaction Questionnaire. The statistical population consists of 850 education staff who through random sampling in proportion to the sample size through Cochran's formula 160 of them were selected as a statistical sample. Data analysis at two levels of descriptive statistics and An inference is made. The validity of the questionnaires was reported using item analysis and its reliability was reported using Cronbach's alpha method. The results were 0.84 for job satisfaction, 0.94 for organizational justice and 0.94 for the whole questionnaire. The main results showed that there is a significant relationship between organizational justice and job satisfaction. Organizational justice, which includes procedural, communicative, distributive justice, has a significant and direct relationship with job satisfaction; The relationship between organizational justice and job satisfaction in education in Lamerd city shows that organizational justice leads to more employee behavior. Through justice, the inner motivation of the followers increases and leads to their greater creativity.

In this study, the researcher tries to investigate the effect of Islamic work ethic on job motivation with the mediating role of organizational justice in Valiasr Hospital in Arak.

The present study is applied in terms of purpose and causal in terms of method. The statistical population of this study includes 630 nurses of Valiasr Hospital in Arak. In this regard, the researcher has used a questionnaire to collect data. The validity and reliability of the questionnaires have been confirmed in this study. The analysis of the results in this study was performed using statistical software at both descriptive and inferential levels. At the descriptive level, statistics such as frequency and frequency percentage and SPSS software have been used. At the inferential statistics level, research equations have been used to test research hypotheses and determine the fit of the model and Lisrell software.

Islamic work ethic has a positive effect on job motivation with the mediating role of organizational justice. Islamic work ethic has a positive effect on job motivation. Islamic work ethic has a positive effect on organizational justice. Organizational justice has a positive effect on job motivation.

People who institutionalize the values and principles of Islamic work ethic and adhere to those principles, consider work as a source of independence and self-fulfillment, and these characteristics affect the inner motivation of the individual and cause a great desire to do It works.

Corruption is an issue that has hit organizations in all ages and is one of the most pressing societal problems that slowly enthralled society, and disrupts the social fabric and perpetuates injustice and dissatisfaction with organizations, which will reduce the effectiveness of the organization's goals. The purpose of this study was to investigate the perception of corruption and organizational justice among employees of Ardabil educational centers.

In this descriptive cross-sectional study, 182 employees in educational hospitals affiliated to Ardabil University of Medical Sciences were selected randomly. Data were collected using the organizational justice questionnaire of Niehoff and Muorman and a researcher-made questionnaire on perceived corruption. Data were analyzed by Spss-23 software and correlation, T-student, Kruskal-Wallis and analysis of Variance tests and Bonferroni's post hoc test.

Findings showed that the perception of corruption among middle staff was lower than the average for organizational justice, and there was a negative correlation between the perception of corruption with organizational justice, and the distribution of procedural and interactive justice components (p <0.05). Examination of the relationship between demographic characteristics and corruption perception showed a significant negative association between the type of employment, place of service and education and the perception of corruption in staff (p <0.05). Also, examination of the association between demographic characteristics and organizational justice showed a significant association between the type of recruitment and place of service and the sense of organizational justice (p <0.05).

Given the relatively high perception of corruption in educational and medical centers, hospital managers need to take necessary and practical measures to reduce perceptions of corruption and increase organizational justice in their respective organizations.

Due to the increasing number of clients referring to medical centers and new working conditions during the corona outbreak, the issues of organizational justice, job satisfaction, and organizational citizenship behavior which ultimately affect employee productivity, have become increasingly important. The aim of this study was to predict the productivity of Esfarayen Medical School staff based on perceived organizational justice, job satisfaction, and organizational citizenship behavior during the Covid-19 pandemic.

The present study is a descriptive-analytical cross-sectional study that was conducted in the second half of 2020 on 147 employees of Esfarayen University of Medical Sciences who were selected by cluster-random sampling. For data collection, four questionnaires (Achio Productivity, Niehoff & Morman Organizational Justice, Minnesota Job Satisfaction, and Markozi Citizenship Behavior) were used. The collected data were analyzed using descriptive statistics and Pearson correlation and regression tests in SPSS 26 software.

High employee productivity and job satisfaction, organizational justice and moderate citizenship behavior were evaluated. The dimensions of performance feedback, type of job, work conscience and interactive justice had the highest mean in the components of productivity, job satisfaction, organizational citizenship behavior and organizational justice, respectively. Job satisfaction has the most predictable employee productivity.

Improving organizational justice, citizenship behavior, and job satisfaction leads to increased productivity.

One of the most important issues for organizations is to establish a fair system of career advancement between men and women to provide a fair opportunity for them to participate in social activities. Therefore, the present study was conducted with the aim of predicting psychological capital based on glass ceiling and organizational justice in female employees of the Ministry of Sports and Youth.

The present study is descriptive-correlation. The statistical population of the study was 297 female employees of the Ministry of Sports and Youth in 2018-2019. 170 of them were selected through Morgan Table and simple random sampling method of lottery as a research sample. Measurement instruments were demographic questionnaire, "Psychological Capital Questionnaire", "Glass Ceiling Questionnaire" and "Organizational Justice Questionnaire". The face and content validity were assessed by the qualitative method of the questionnaires as well as the reliability by the internal correlation method by calculating the Cronbach's alpha coefficient. The collected data were analyzed with statistical software SPSS. 23 and PLS. 23.

The glass ceiling and organizational justice were able to predict strongly (regression coefficient 0.66) the psychological capital of female employees. About 43% of the variance of psychological capital was explained by the glass ceiling and organizational justice. In other words, for one unit of standard deviation increase in organizational justice, the amount of psychological capital increased by 0.64 standard deviation and for one unit of standard deviation increased in the glass ceiling, the amount of psychological capital increased by 0.03 standard deviation.

Glass ceiling and organizational justice can predict the psychological capital of female employees. It is suggested that training courses be held for employees and managers in sports organizations to benefit from the expertise and ability of women.

Justice is one of the basic aspects of providing healthcare services. Accountability is also one of the components considered by policymakers and managers of healthcare systems and paying attention to this issue in healthcare organizations is of special importance. This study aimed to investigate the relationship between organizational justice and responding to patients referring to the hospital.

In this descriptive-analytical study, the samples were chosen from 387 employees of and 478 patients referring to selected hospitals in North Khorasan Province, Iran. The instrument for measuring organizational justice was the Niehoff and Morman questionnaire and the World Health Organization questionnaire was used to assess the responsiveness of hospitals' employees to patients.

The results showed that the rate of distributive justice among the employees was higher in public hospitals in North Khorasan Province than in the social security hospital. A significant difference was observed between the rate of responsiveness to the patients and an increase in the level of organizational justice (P≤0.05), which was increased.

It can be concluded that by giving importance to organizational justice, it is possible to promote hope among employees to respond to patients, and consequently, solve one of the greatest challenges of the country's healthcare system, namely patient satisfaction.

Undoubtedly, one of the most important factors and drivers for the institutionalization of ethics in any organization is to improve the status of organizational justice. Most of the emergence of organizational justice can be seen in the Regulations evaluating the performance of an Organization. In this letter to the editor, was trying to study and pathology of the indicators of organizational justice in Academic Promotion Regulations of faculty members of universities.

Perceived organizational justice is a concept used to describe job-related justice. Considering the role of perceived organizational justice in the healthcare system to increase the satisfaction, motivation, and efficiency in providing quality services, this study was conducted to investigate the situation of perceived organizational justice in the Iranian healthcare system through systematic review.

In the present study, an electronic search was conducted on the Persian websites SID, Iranmedex,  Medlib, civilica, Irandoc and English Web of science, Pubmed, Scopus, and Google scholar using the Persian and English keywords of ‘Justice, Equality, Equality, Organizational Justice, Perceived Justice, Health System, University of Medical Sciences, Health Centers, Hospitals. As a result, 520 articles were studied and evaluated step by step and 469 papers were removed after reading the title and abstract. Finally, the full text of 51 articles was reviewed. Finally, 30 articles that measured the average level of perceived organizational justice were selected and other articles were excluded due to lack of necessary criteria and irrelevance. To analyze the heterogeneity between the studies, the meta-analysis method was used using Stata 14 software and Q test and  index.

  To study the status of perceived organizational justice in the health care system in a systematic and meta-analysis, all 30 studies were illegible. With regard to the dimensions of distributive, procedural, and interactive justice, 23 studies of 30 studies had the required conditions to enter the research.  The total mean score of perceived organizational justice was obtained as 60.71 and the mean scores of 54.74, 58.52, and 62.41were calculated for dimensions of distributive, procedural, and interactive justice, respectively.

The findings showed that the situation of perceived organizational justice in the Iranian health care system was favorable. The dimension of interactive justice, related to managerschr('39') behaviors and relationships with employees, was relatively more favorable than other dimensions of organizational justice. Moreover, the situation of perceived organizational justice and its dimensions in private hospitals was more favorable than other research environments, including public hospitals, staff units, and hospitals selected using the mixed method.