The Relationship between Organizational Justice and Turnover intention of Hospital Nurses in Iran
Bibliographic Data
| ID | 22320316 |
|---|---|
| Authors | Sogand Tourani (0000-0003-2384-0806, Iran University of Medical Sciences), Omid Khosravizadeh (0000-0001-6893-3489, Iran University of Medical Sciences), Amir Omrani (Iran University of Medical Sciences, corresponding author), Mobin Sokhanvar (0000-0003-0923-1385, University of Tabriz), Edris Kakemam (0000-0001-7721-6924, Tehran University of Medical Sciences), and Najafi, A Zehtab Najafi (Iran University of Medical Sciences) |
| Year | 2016 |
| Volume | 28 |
| Issue | 3 |
| Pages | 205 |
| Publication date | 2016-01-01 |
| Open Access | No |
| Type | ARTICLE |
| Venue | Materia Socio Medica (JOURNAL) |
| Journal identifiers | ISSN: 1512-7680 • E-ISSN: 1986-597X |
| Publisher | ScopeMed (PUBLISHER • TR) |
| DOI | 10.5455/msm.2016.28.205-209 |
| PMID | 27482163 |
| OpenAlex | W2418161632 |
| Language | EN |
| References cited | 8 |
BACKGROUND: Despite advances in science and technology, human resources are of the major capital for organizations. Workforce retention is required to improve organizational efficiencies. OBJECTIVE: Therefore, in this study, the relationship between organizational justice (as one of the most influential factors) and turnover intention was investigated. METHODS: This descriptive-analytic study was done in the Comprehensive Jame Women's Hospital of Tehran in 2015. The statistical sample consisted of 135 nursing staff members. The data were collected using a questionnaire of Beugre's organizational justice and analyzed by the use of Spearman's and Anova statistical tests. RESULTS: Averages of organizational justice was obtained to be 68.85 ± 7.67 . Among different sorts of organizational justice, the highest average score of 75.24 ± 16.68 was achieved relevant to interactional justice. A significant relationship was observed between organizational justice (r = -0.36), interactional justice (r = -0.38), and procedural justice (r = -0.36) and turnover intention, but no relation was found between turnover intention and systemic and distributive justice. Furthermore, there was no relationship between demographic variables, organizational justice, and turnover intention. CONCLUSION: Considering the prominent role of organizational justice in the personnel's intention to stay or leave and due to the high costs of recruiting and training new staff, managers should pay especial attention to justice and provide their employees' satisfaction and stability in their organizations by creating a positive mindset in them
Descriptive statistics · Distributive justice · Economic Justice · Interactional justice · Organizational commitment · Organizational justice · Political science · Procedural justice · Statistics · Turnover intention · Educational Management and Quality · Employee Performance and Management · Job Satisfaction and Organizational Behavior · Psychology · Social Psychology
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| Highly cited | No |
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