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Original Article

The Effects of Organizational Justice and Dispositional Affectivity on Job Satisfaction and Intent to Leave among Nurses

Young Hee Yom1
Journal of Korean Academy of Nursing Administration 2010;16(3):276-285.
Published online: September 30, 2010

1Professor, Department of Nursing, Chung-Ang University, Korea.

Correspondence: Yom, Young-Hee. Department of Nursing, Chung-Ang University, 221 Heukseok-dong, Dongjak-gu, Seoul 156-756, Korea. Tel: 82-2-820-5700, Fax: 82-2-824-7961, yhyom@cau.ac.kr
• Received: July 2, 2010   • Revised: September 13, 2010   • Accepted: September 15, 2010

Copyright © 2010 Korean Academy of Nursing Administration

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  • Purpose
    The purpose of this study was to investigate the effects of organizational justice and dispositional affectivity on job satisfaction and intent to leave among nurses.
  • Methods
    The sample of this study consisted of 274 nurses from 2 general hospitals located in Incheon. Data were collected with self-administered questionnaires and were analyzed by hierarchical multiple regression.
  • Results
    Distributive and interactional justices had positive impacts on nurses' job satisfaction. Distributive, procedural and interactional justices had negative impacts on nurses' intent to leave. It was found out that positive affectivity significantly moderated the effect of interactional justice on job satisfaction while dispositional affectivity did not significantly moderate the effect of organizational justice on the intent to leave.
  • Conclusion
    The results imply that hospital administrators should pay attention to the dispositional affectivity of nurses to increase their job satisfaction. Further, hospital needs to maintain organizational justice to reduce nurses' turnover.
  • Key Words: Job Satisfaction; Affect; Organizations
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Figure 1
Conceptual model for study
jkana-16-276-g001.jpg
Table 1
General characteristics (N=274)
jkana-16-276-i001.jpg
Table 2
Descriptive statistics and pearson correlations among variables
jkana-16-276-i002.jpg
Table 3
Results of hierarchical regression on job satisfaction
jkana-16-276-i003.jpg

*Dummy variables: position(1=Head Nurse or Higher Position; 0=Lower than Head Nurse), marital status(1=Married and Others, 0=Unmarried), working shift(1=Non-Three Shift; 0=Three Shift), working unit(1=Special Unit; 0=Non-Special Unit)

Table 4
Results of hierarchical regression on intend to leave
jkana-16-276-i004.jpg

*Dummy variables: position(1=Head Nurse or Higher Position; 0=Lower than Head Nurse), marital status(1=Married and Others, 0=Unmarried), working shift(1=Non-Three Shift; 0=Three Shift), working unit(1=Special Unit; 0=Non-Special Unit)

Figure & Data

References

    Citations

    Citations to this article as recorded by  
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    • The Mediating Effects of Perceived Value of Work and Psychological Ownership for Effects of Procedural Justice and Job Significance on the Employees' Job Satisfaction: Focused on Hospital Nurses
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      Journal of the Korea Academia-Industrial cooperation Society.2013; 14(8): 3958.     CrossRef

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    The Effects of Organizational Justice and Dispositional Affectivity on Job Satisfaction and Intent to Leave among Nurses
    J Korean Acad Nurs Adm. 2010;16(3):276-285.   Published online September 30, 2010
    DOI: https://doi.org/10.11111/jkana.2010.16.3.276
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    The Effects of Organizational Justice and Dispositional Affectivity on Job Satisfaction and Intent to Leave among Nurses
    J Korean Acad Nurs Adm. 2010;16(3):276-285.   Published online September 30, 2010
    DOI: https://doi.org/10.11111/jkana.2010.16.3.276
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    The Effects of Organizational Justice and Dispositional Affectivity on Job Satisfaction and Intent to Leave among Nurses
    Image
    Figure 1 Conceptual model for study

    Figure 1

    The Effects of Organizational Justice and Dispositional Affectivity on Job Satisfaction and Intent to Leave among Nurses

    General characteristics (N=274)

    Descriptive statistics and pearson correlations among variables

    Results of hierarchical regression on job satisfaction

    *Dummy variables: position(1=Head Nurse or Higher Position; 0=Lower than Head Nurse), marital status(1=Married and Others, 0=Unmarried), working shift(1=Non-Three Shift; 0=Three Shift), working unit(1=Special Unit; 0=Non-Special Unit)

    Results of hierarchical regression on intend to leave

    *Dummy variables: position(1=Head Nurse or Higher Position; 0=Lower than Head Nurse), marital status(1=Married and Others, 0=Unmarried), working shift(1=Non-Three Shift; 0=Three Shift), working unit(1=Special Unit; 0=Non-Special Unit)
    Table 1 General characteristics (N=274)

    Table 2 Descriptive statistics and pearson correlations among variables

    Table 3 Results of hierarchical regression on job satisfaction

    *Dummy variables: position(1=Head Nurse or Higher Position; 0=Lower than Head Nurse), marital status(1=Married and Others, 0=Unmarried), working shift(1=Non-Three Shift; 0=Three Shift), working unit(1=Special Unit; 0=Non-Special Unit)

    Table 4 Results of hierarchical regression on intend to leave

    *Dummy variables: position(1=Head Nurse or Higher Position; 0=Lower than Head Nurse), marital status(1=Married and Others, 0=Unmarried), working shift(1=Non-Three Shift; 0=Three Shift), working unit(1=Special Unit; 0=Non-Special Unit)

    Table 1

    Table 2

    Table 3

    Table 4

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