Ajlouni Wajdee Mohammadkair Ebrheem, Kaur Gurvinder, Alomari Saleh Ali
School of Humanities & Social Science, Thapar Institute of Engineering & Technology (Deemed University), Patiala, Punjab, India (Drs Ajlouni and Kaur); and Faculty of Science and Information Technology, Jadara University, Irbid, Jordan (Dr Alomari).
Qual Manag Health Care. 2021;30(1):13-20. doi: 10.1097/QMH.0000000000000288.
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.
This study addressed this gap by investigating the significant relationships of OJ and OCB in a large Jordanian hospital.
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.
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.
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.
组织公正（OJ）对组织成功至关重要；它反映了员工对公平待遇的认知。组织公正促进员工留任以及对高绩效的工作投入。组织公民行为（OCB）是一种自发行为，描述了员工如何为组织绩效的顺畅提升做出贡献。组织公民行为能提高员工满意度、护理质量、患者对医院绩效的满意度以及最佳医院实践的应用。此外，组织公正能提升员工满意度，并且被视为鼓励员工超越自身职责的一个因素，而在工作场所避免组织公民行为可能会降低公正感。先前的研究表明，对公正工作场所的认知在不同行业公司中促进了组织公民行为。然而，很少有研究在医院中调查这种关系。
本研究通过调查约旦一家大型医院中组织公正与组织公民行为之间的显著关系来填补这一空白。
应用模糊皮尔逊相关方法来检验所提出的假设，旨在更好地理解模糊数据的因果相关性。
组织公正与组织公民行为之间存在统计学上显著的正相关。分配公正与利他主义、程序公正、礼貌以及互动或人际公正与尽责性之间存在最大相关性。本研究表明程序公正是组织公民行为的最佳预测指标。
本研究揭示了组织公正与组织公民行为之间的相关性，反映了这些相关关系的多样性，这有助于决策者制定其战略计划。
