Introduction:The health and well-being of nurses and their commitment to their work environment can increase the quality of their performance and improve service delivery to clients. The aim of this study was to investigate the effect of perceived organizational justice on organizational loyalty and job well-being with mediating role of social undermining and moderating role of job control. Methods: This study included 168 nurses of Golestan hospital and was conducted during year 2014. For data collection, organizational justice (Neihoff and Moorman), organizational loyalty (Ali and al-Kazemi), job well-being (Parker and Hyett), social undermining (Duffy, Gansetr and stripe) and job control (Dwyer and Ganster) questionairres were distributed among nurses and were collected after two weeks. For data analysis, structural equation modeling and regression analysis with AMOS-22 and SPSS-22 were used. Results: Based on the results, the final model had good fitness (RMSEA = 0.07،CFI = 0.94 ،GFI = 0.90). The findings indicated that perceived organizational justice had an indirect effect on organizational loyalty and job well-being by mediating role of social undermining, while job control moderated the relationship between perceived organizational justice and social undermining. Conclusions: Considering that environmental conditions can influence employees' perceptions, it is suggested for the hospital management to take steps for decreasing social undermining and increasing employees organizational loyalty and job well-being by providing opportunities for job control and increasing empowerment.
Background & Aim:Positive impact on each area of work and family can be one of the causes of occupational well-being and success in the workplace. The purpose of this study was to investigate the role of work-family facilitation on job well-being and occupational success among nurses.
Material & Methods:This study was a causal-comparative research. The study population included nurses of Amir-Almomenin hospital of Ahvaz that were selected through census method by census method in 2015. Work-Family Facilitation (Holbrook), Job Well-Being (Parker & Hyett) and Perceived Occupational Success (Grebner, Elfering & Semmer) questionnaires were used for data collecting. Data were analyzed based on Pearson's correlation coefficient and multiple regression analysis by using SPSS-22 software. Results: The study results showed that both of work-family and family-work facilitation, were able to predict job well-being and occupational success of nurses. Conclusion: According to the positive contribution of work-family facilitation on nurses' success and wellbeing, managers and administrators should adopt programs for increasing balance and positive impact on each of the two areas.
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