2014年在乌尔米耶，医疗与教育机构中的组织公正与护士短缺问题
Organizational Justice and the Shortage of Nurses in Medical & Educational Hospitals, in Urmia-2014.
作者信息
Fathabad Heidar Sharifi, Yazdanpanah Abbas, Hessam Somayeh, Chimeh Elham Ehsani, Aghlmand Siamak
机构信息
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出版信息
Glob J Health Sci. 2015 Jun 12;8(2):99-105. doi: 10.5539/gjhs.v8n2p99.
OBJECTIVE
One of the most important reasons of turnover is perceptions of organizational justice. The purpose of this study was to investigate the effect of perceived organizational justice and its components on turnover intentions of nurses in hospitals of Urmia University of Medical Sciences.
METHODS
This cross-sectional study was among nurses. 310 samples were estimated according to Morgan Table. Two valid and reliable questionnaires of turnover and organizational justice were used. Data analysis was performed using the software SPSS20. Using the Kolmogorov-Smirnov test, the normality and relationship between variables with Pearson and Spearman correlation test were analyzed.
RESULTS
Most people were married and aged between 26 and 35 years, BA and were hired with contraction. The mean score of organizational justice variable was 2.59. The highest average was the interactional justice variable (2.81) and then Procedural fairness variable (2.75) and distributive justices (2.03) were, respectively. The mean range of turnover variable was 3.10. The results showed weak and negative relationship between various dimensions of organizational justice and turnover in nurses.
CONCLUSION
Organizational justice and turnover had inverse relationship with each other. Therefore how much organizational justice in the organization is more; employees tend to stay more. Finally, suggestions for improvement of justice proposed.
目的
离职的最重要原因之一是对组织公正的认知。本研究旨在调查感知到的组织公正及其组成部分对乌尔米亚医科大学附属医院护士离职意愿的影响。
方法
本横断面研究以护士为研究对象。根据摩根表估算出310个样本。使用了两份关于离职和组织公正的有效且可靠的问卷。使用SPSS20软件进行数据分析。通过柯尔莫哥洛夫-斯米尔诺夫检验分析变量的正态性，并通过皮尔逊和斯皮尔曼相关性检验分析变量之间的关系。
结果
大多数人已婚，年龄在26至35岁之间，拥有学士学位且为合同制聘用。组织公正变量的平均分为2.59。平均分最高的是互动公正变量（2.81），其次是程序公平变量（2.75），分配公正变量（2.03）。离职变量的平均范围为3.10。结果表明，组织公正的各个维度与护士离职之间存在微弱的负相关关系。
结论
组织公正与离职呈负相关。因此，组织中的组织公正程度越高，员工越倾向于留下来。最后，提出了改善公正的建议。
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