Organizational justice, trust, and identification and their effects on organizational commitment in hospital nursing staff.
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.
Division of Nursing, Department of Ophthalmology, Kaohsiung Medical University Hospital, Kaohsiung Medical University, Kaohsiung, Taiwan.
Su-Yueh
SY
Chen
Department of Ophthalmology, Kaohsiung Medical University Hospital, Kaohsiung Medical University, Kaohsiung, Taiwan. wuoph@kmu.edu.tw.
Wen-Chuan
WC
Wu
R.O.C Naval academy, Kaohsiung, Taiwan. arthur0660@yahoo.com.tw.
Ching-Sheng
CS
Chang
Department of Marine Leisure Management, National Kaohsiung Marine University, Kaohsiung, Taiwan.
Chia-Tzu
CT
Lin
Department of Information Management, R.O.C Naval academy, Kaohsiung, Taiwan.
Jung-Yuan
JY
Kung
Institute of Gerontology, College of Medicine, National Cheng Kung University, Tainan, Taiwan.
Hui-Ching
HC
Weng
Department of Occupational Therapy, Shu-Zen Junior College of Medicine and Management, Kaohsiung, Taiwan.
Yu-Tz
YT
Lin
Department of Medical Record Administration, Kaohsiung Veterans General Hospital, Kaohsiung, Taiwan.
Shu-I
SI
Lee
D000328:Adult; D001291:Attitude of Health Personnel; D003430:Cross-Sectional Studies; D005260:Female; D006784:Hospitals, Teaching / Q000458:organization & administration*; D006801:Humans; D008297:Male; D008875:Middle Aged; D009741:Nursing Staff, Hospital / Q000458:organization & administration* / Q000523:psychology*; D015279:Organizational Culture; D010558:Personnel Loyalty; D012935:Social Justice; D011795:Surveys and Questionnaires; D013624:Taiwan; D035502:Trust