Effective Organizational Justice and Organizational Citizenship Behavior Using Fuzzy Logic to Obtain the Optimal Relationship

Abstract

Background: Organizational justice (OJ) is important for organizational success; it reflects employee perceptions of fair treatment. OJ promotes employee retention and work engagement toward high performance. Organizational citizenship behavior (OCB) is a discretionary behavior, describing how employees contribute to a smoother organizational performance. OCB enhances employee satisfaction, quality of care, patients' satisfaction with hospital performance, and the use of best hospital practices. Moreover, OJ increases employee satisfaction and is perceived as a factor that encourages workers to go “above and beyond” their responsibilities, while avoiding OCB in the workplace may reduce awareness of justice. Previous efforts have shown that perceptions of a just workplace promoted OCB at different industrial companies. Still, few studies have investigated this relationship in hospitals. Objectives: This study addressed this gap by investigating the significant relationships of OJ and OCB in a large Jordanian hospital. Methods: A fuzzy approach to Pearson's correlation was applied to test the formulated hypothesis, with an aim to better understand causal correlation of vague data. Results: A statistically significant, positive correlation existed between OJ and OCB. Maximum correlations existed between distributive justice and altruism, procedural justice, courtesy, and interactional or interpersonal justice and conscientiousness. This study showed that procedural justice was the best predictor of OCB. Conclusion: This study revealed a correlation between OJ and OCB, reflecting the diversity of these correlation relationships, which can help decision makers to form their strategic plans.

The magnitude of organizational justice affects teachers’ OCB and task performance

“…This study also found that OCB plays a significant role as a mediator of the effect of organizational justice on teachers' task performance. It is in line with previous studies that organizational justice influences OCB (e.g., Donglong et al, 2020;Ajlouni et al, 2021;Widodo&Sulistiasih, 2021), OCB affects task performance (Yang &Chae, 2021;Casu et al, 2021), and organizational justice related to teachers' performance (e.g., Aditya, 2019;Purnama et al, 2020). The indirect effect of organizational justice on task performance mediated by OCB is greater than the direct effect of organizational justice on task performance.…”

“…The prior studies above indicated that OCB mediates the effect of organizational justice on teachers' task performance. The researchers' investigation indicates that organizational justice influences OCB (e.g., Donglong et al, 2020;Ajlouni et al, 2021;Widodo&Sulistiasih, 2021), meanwhile other studies by Yang and Chae (2021) and Casu et al (2021 show that OCB affects task performance. In practice, when organizational justice manifested in distributive, procedural, and interactional justice (Aamodt, 2016) can realized at school, it potentially enhancing teacher's OCB, such as altruism, conscientiousness, sportsmanship, courtesy, and civic virtue (Organ et al, 2006).…”

“…Besides affecting task performance, OCB is also influenced by organizational justice. The researchers claimed that organizational justice affects teachers' OCB (e.g., Odor et al, 2019;Al-ali et al, 2019;Donglong et al, 2020;Ajlouni et al, 2021;Widodo&Sulistiasih, 2021). It means that organizational justice is an essential determinant of OCB.…”

Organizational justice and organizational citizenship behavior: the mediating role of work engagement

“…OJ is the most studied field in terms of the OCB context ( Colquitt et al., 2001 ). In addition, several experiments have been performed based on the interaction between the perception of OJ and OCB ( Ajlouni et al., 2021 ; Jnaneswar and Ranjit, 2021 ; Lim and Loosemore, 2017 ). Organ (1988) has revealed that perceived OJ is one of the crucial predictors of OCB.…”