The Effect of Organizational Justice on Job Performance and the Mediating Role of Job Satisfaction: A Study on Nurses

Ekingen, Erhan

doi:10.1080/00185868.2021.1969874

Cited by 12 publications

(28 citation statements)

References 35 publications

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“…Specifically, Ekingen's study on nurses [9], Hou et al 's study on residents [54], and Liu et al 's study on primary healthcare workers [55] provide concrete evidence of this relationship. While other studies focusing on the relationship between satisfaction with clinical pathway implementation and job performance have not been retrieved, the results of this study can be corroborated with the findings of Askari et al Their research showed that clinical pathway software improved healthcare workers' satisfaction and job performance [56].…”

Section: Discussionmentioning

confidence: 99%

“…Research on the factors influencing the job performance of medical staff was done by both international and domestic scholars. While international studies highlight factors such as organizational support [5,6], teamwork [7,8], job satisfaction [9], work engagement, and role awareness [5,10], domestic research tends to emphasize psychological capital and work ability, as well as organizational commitment [11][12][13]. While existing research has made significant strides, much of the relevant literature predominantly examines healthcare systems in developed countries, with a particular emphasis on nurses.…”

Section: Introductionmentioning

confidence: 99%

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Satisfaction with clinical pathway implementation versus job performance of clinicians: empirical evidence on the mediating role of work engagement from public hospitals in Sichuan, China

Li,

Ao,

Pan

2024

BMC Health Serv Res

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Background The job performance of clinicians is a clear indicator of both hospital capacity and the level of hospital service. It plays a crucial role in maintaining the effectiveness and quality of medical care. Clinical pathways are a systematic method of quality improvement successfully recommended by broader healthcare systems. Since clinicians play a key role in implementing clinical pathways in public hospitals, this study aims to investigate the effect of the satisfaction of clinicians in public hospitals with clinical pathway implementation on their job performance. Methods A cross-sectional study design was used. Questionnaires were administered online. A total of 794 clinicians completed the questionnaires in seven tertiary public hospitals in Sichuan Province, China, of which 723 were valid for analysis. Questionnaires contained questions on social demographic characteristics, satisfaction with clinical pathway implementation, work engagement, and job performance. Structural Equation Model (SEM) was used to test the hypotheses. Results The satisfaction of clinicians in public hospitals with clinical pathway implementation was significantly positively correlated with work engagement (r = 0.570, P < 0.01) and job performance (r = 0.522, P < 0.01). A strong indirect effect of clinicians’ satisfaction with clinical pathway implementation on job performance mediated by work engagement was observed, and the value of this effect was 0.383 (boot 95%CI [0.323, 0.448]). Conclusion The satisfaction of clinicians in public hospitals with clinical pathway implementation not only directly influences their job performance, but also indirectly affects it through the mediating variable of work engagement. Therefore, managers of public hospitals need to pay close attention to clinicians’ evaluation and perception of the clinical pathway implementation. This entails taking adequate measures, such as providing strong organizational support and creating a favorable environment for the clinical pathway implementation. Additionally, focusing on teamwork to increase clinicians’ satisfaction can further enhance job performance. Furthermore, managers should give higher priority to increasing employees’ work engagement to improve clinicians’ job performance.

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Section: Discussionmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

Satisfaction with clinical pathway implementation versus job performance of clinicians: empirical evidence on the mediating role of work engagement from public hospitals in Sichuan, China

Li,

Ao,

Pan

2024

BMC Health Serv Res

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“…Workers who feel mistreated may avoid social situations, harming their performance and employee retention. The earlier research indicates that organizational justice significantly affects performance (Faeq & Ismael, 2022;Ekingen, 2023). Based on this justification, the authors hypothesize that the fairness experienced by VOE managers in the form of equal compensation will affect the attainment of organizational success.…”

Section: The Influence Of Organizational Justice On Voes' Performancementioning

confidence: 97%

Do organizational justice and leadership trust improve village-owned enterprises performance? organizational learning as mediating

Basri,

Anatasya,

Yasni

et al. 2024

JAI

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Research aims: This research aims to investigate the effects of organizational justice, trust in leadership, and organizational learning on the performance of Indonesian village-owned enterprises (VOEs).Design/Methodology/Approach: The data for this study were collected using a questionnaire survey to 855 respondents affiliated with VOEs in the regencies of Kuantan Singingi, Rokan Hulu, Meranti, and Indragiri Hilir. The data analysis was performed utilizing SmartPLS, a software tool often employed in academic research for structural equation modeling and path analysis.Research findings: The study's findings uncovered notable positive correlations between organizational justice and trust in leadership with the performance of VOEs. Furthermore, organizational learning served as a mediator in the correlation between organizational justice or trust in leadership and the performance of VOEs.Theoretical contribution/Originality: According to the principles of social exchange theory, individuals are more likely to exhibit increased levels of contribution and commitment towards their organization when they see fair treatment and possess a sense of trust in their leaders.Practitioner/Policy implication: This study highlights the significance of establishing a trustworthy atmosphere inside virtual organizational environments of VOEs to foster organizational learning and performance.Research limitation/Implication: By promoting fair practices, building trust in leadership, and encouraging continuous learning, VOEs can improve their organizational performance.

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“…Judge, Thoresen, Bono, & Patton (2001), defines job satisfaction as a pleasant or positive emotional state resulting from an assessment of a person's work or work experience [3]. Although job satisfaction is formed according to individual and job characteristics, according to Adams and Bond (2000), specifically the components of the work environment guide the level of job satisfaction [25]. Meanwhile, according to Locke (1969), job dissatisfaction is an unpleasant emotional state resulting from an assessment of one's work, or as something that contains negative values [26].…”

Section: Job Satisfaction and Workplace Deviant Behaviormentioning

confidence: 99%

Controlling Workplace Deviant Behavior through the Role of Organizational Justice and Job Satisfaction as Mediation in Islamic Colleges Purwokerto City

Salsabil,

Bagis,

Darmawan

et al. 2023

SAJSSE

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Aims: The aim of this study is to controlling workplace deviant behavior in employees at the Islamic Colleges, by lingking the variables of organizational justice and job satisfaction. Study Design: The use of methods using descriptive quantitative. Sample acquisition using quota sampling technique and then tested using the Smart PLS Application. Place and Duration of Study: This research was conducted on employees at Islamic Colleges totaling 216 respondents and a population of 547 administrative employees for more than 1 month, starting from October 18, 2023. Methodology: The demographic conditions of all respondents resulted in a sample of 216 respondents, including 116 men, and 100 women, with a dominant age of 20 - < 30 years, the dominant education is S1, the dominant length of work is around 1 - 3 years with the majority of employee status is permanent employees. Results: Organizational Justice has a negative and insignificant effect on Workplace Deviant Behavior (Not Accepted), with an original sample of -0.132 and a p value of (0.338 > 0.05). Job Satisfaction has a negative and insignificant effect on Workplace Deviant Behavior (Not Accepted), with an original sample of -0.125 and a p value of (0.302> 0.05). Organizational Justice has a significant positive effect on Job Satisfaction (Accepted), with an original sample of 0.449 and a p value of (0.000 <0.05). Job Satisfaction cannot mediate the relationship between Organizational Justice and Deviant Behavior in the Workplace (Not Accepted), with an original sample of -0.056 and a p value of (0.316 > 0.05) which means it is not significant. Conclusion: This finding indicates the presence of deviant behavior in the workplace. Although leaders treat employees according to moral and ethical standards so that employees are satisfied with their jobs, it may reduce workplace deviant behavior but not significantly.

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The Effect of Organizational Justice on Job Performance and the Mediating Role of Job Satisfaction: A Study on Nurses

Cited by 12 publications

References 35 publications

Satisfaction with clinical pathway implementation versus job performance of clinicians: empirical evidence on the mediating role of work engagement from public hospitals in Sichuan, China

Satisfaction with clinical pathway implementation versus job performance of clinicians: empirical evidence on the mediating role of work engagement from public hospitals in Sichuan, China

Do organizational justice and leadership trust improve village-owned enterprises performance? organizational learning as mediating

Controlling Workplace Deviant Behavior through the Role of Organizational Justice and Job Satisfaction as Mediation in Islamic Colleges Purwokerto City

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