Department of Psychiatric Nursing and Management, School of Nursing & Midwifery, Shahid Beheshti University of Medical Sciences, Tehran, Iran.
Department of Nursing, University of Social Welfare and Rehabilitation Sciences (USWR), Tehran, Iran.
J Adv Nurs. 2021 Apr;77(4):1741-1750. doi: 10.1111/jan.14717. Epub 2020 Dec 10.
This study aims to test a hypothetical model linking various dimensions of organizational justice to the job satisfaction and nurses' intention to leave the profession based on the theoretical assumptions of the Alexander model of voluntary turnover.
A cross-sectional survey.
This study was conducted on 317 inpatient ward nurses of six teaching hospitals in Tehran, Iran during 1 September 2017-14 November 2018. Clinical nurses were recruited by a multistage random sampling. Data were collected using structured questionnaires of organizational justice, job satisfaction, and nurses' intention to leave. Data were analysed by structural equation modelling using Amos 22 statistical program.
The structural equation model demonstrated adequate fit and the hypothesized correlations were partially supported. The findings suggested that the distributive justice (p < .001; β = 0.24) and interactional justice (p < .001; β = 0.44) could indirectly affect the nurses' intention to leave the nursing profession via the direct impact on job satisfaction, while job satisfaction had a significant, negative effect on the nurses' intention to leave (p < .001; β = -0.71).
According to the results, the model fit was acceptable, suggesting the validity of the final model. Furthermore, distributive and interactional justice could reduce the intention to leave the nursing profession by influencing the job satisfaction of the clinical nurses.
This was one of the first studies to determine the aspects of justice that must be further emphasized by healthcare managers to increase the job satisfaction of nurses and their retention in healthcare systems. The findings indicated that fair interactions have a greater impact on job satisfaction and retention of nurses than procedural and distributive justice. The results of this study provide valuable references for nursing managers to increase the job satisfaction of nurses and their retention in healthcare settings.
本研究旨在根据亚历山大自愿离职模型的理论假设，检验一个将组织公正的各个维度与工作满意度和护士离职意向联系起来的假设模型。
横断面调查。
本研究于 2017 年 9 月 1 日至 2018 年 11 月 14 日在伊朗德黑兰的六所教学医院对 317 名住院病房护士进行。临床护士通过多阶段随机抽样招募。使用组织公正、工作满意度和护士离职意向的结构化问卷收集数据。使用 Amos 22 统计程序的结构方程模型对数据进行分析。
结构方程模型显示出良好的拟合度，假设的相关性得到部分支持。研究结果表明，分配公正（p<0.001；β=0.24）和互动公正（p<0.001；β=0.44）可以通过对工作满意度的直接影响间接影响护士离开护理行业的意愿，而工作满意度对护士离职意向有显著的负影响（p<0.001；β=-0.71）。
根据结果，模型拟合度可接受，表明最终模型有效。此外，分配公正和互动公正可以通过影响临床护士的工作满意度来降低离开护理行业的意愿。
这是首次确定卫生保健管理者必须进一步强调的公正方面，以提高护士的工作满意度并留住他们在医疗保健系统中的研究之一。研究结果表明，公平的互动对护士的工作满意度和留用比程序和分配公正更有影响。本研究的结果为护理管理者提供了有价值的参考，以提高护士的工作满意度并留住他们在医疗保健环境中。
