Exploring the link between organisational justice and job satisfaction and performance in Ghanaian hospitals

Modeling cynicism and organizational design on job performance: Mediation and moderation mechanism

Modern organizations assert that cynicism and organizational design provide advantages for knowledge-intensive settings. However, organizational crises may lead to resource shortages, prompting increased knowledge hiding (KH) among workers for competitive edge. Therefore, current study aims to examine the influence of organizational design and cynicism on job performance with organizational justice and KH through the moderating effect of servant leadership. Convenience sampling technique was used for data collection from 730 manufacturing organization employees via a survey questionnaire and data were analyzed with AMOS (28.0). Findings showed that KH's behavior negatively influenced by organizational design and positively influenced by cynicism. The current study also validates that higher management needs to practice advanced organizational justice to improve performance that drastically generates justice practices and reduces KH within the firms. Moreover, deploying servant leadership helps to control the cynicism, and employees start practicing knowledge-sharing behavior that significantly contributes to the performance.

Fidelity of family centered care model to early disability diagnosis and rehabilitation in the United Arab Emirates

BACKGROUND

The role of parents in supporting early intervention for young children with disabilities is critical. Indeed, models of family centered care (FCC), which emphasis strong partnerships between health professionals and families in disability health services delivery are now widely associated with best practice. While FCC is consistently argued to be an appropriate model for disability service delivery, its utilization is limited primarily to Western countries such as Australia and the United States. Countries such as the United Arab Emirates (UAE) have prioritized early childhood development and are thus in search of best practices for delivery of early intervention for children and their families.

OBJECTIVE

The aim of this study was to explore the appropriateness of the FCC model in disability service delivery in the UAE. This study was conducted from the perspectives of health professionals who are involved in disability diagnosis, referral and ongoing support for families and children with disabilities.

METHOD

A total of 150 health professionals were recruited from health facilities, rehabilitation centers and schools in the Emirates of Abu Dhabi. The 27-item Measure of Process of Care for Service Providers (MPOC-SP) was used for data collection. The data were subjected to confirmatory factor analysis to confirm applicability of the model to this context. Multivariate analysis of variance and moderation analysis were also conducted, to ascertain the relationship between participants' satisfaction levels with their ability to diagnose, refer and provide on-going support and their likelihood of practicing key components of FCC.

RESULT

Computation of confirmatory factor analysis provided support for applicability of the MPOC-SP in the UAE context. Further inspection showed moderate to large correlations between the four components of FCC measured by MPOC-SP, providing further support for utilization of FCC in disability health service delivery in the UAE.

CONCLUSION

The study concludes with a call to policymakers in the UAE to consider developing disability health policy based on key components of FCC. This could be supplemented by development of training modules on FCC to upskill health professionals involved in disability diagnosis and rehabilitation.

The influence of distributive justice on job attitudes and life satisfaction of hotel workers

This study uses the social exchange and spillover theories to examine the interrelationships between distributive justice, work attitudes, and life satisfaction of hotel employees in Accra, Ghana. Paper-and-pencil questionnaires were used to collect data from 321 respondents after which descriptive statistics and partial least square structural equation modelling were used to analyse the data. Distributive justice and work attitudes were positively related to the life satisfaction levels of hotel employees. This study adds to the scant literature on how workplace goings-on spillover to affect the life satisfaction of hotel workers. Theoretical and practical implications of the results are discussed.

Performance appraisal justice and work attitudes of health-care workers in Ghana

Purpose

While the extant literature has mainly examined either organisational justice or performance appraisal on employee attitudes, studies assessing the effect of performance appraisal justice (PAJ) on employee work attitudes are very limited. Hence, this study aims to investigate the effects of PAJ on employee work attitudes (job satisfaction and employee commitment) using empirical insights from health-care workers in Ghana.

Design/methodology/approach

The study collected data from 302 workers in six selected health-care institutions and used multiple regression and bootstrapping mediation methods for the analyses.

Findings

This study found that interpersonal and procedural PAJ has significant positive effects on job satisfaction, but distributive PAJ showed an insignificant positive outcome. Then, while distributive and procedural PAJ has significant positive effects on employee commitment, interpersonal PAJ was insignificant. Moreover, job satisfaction significantly mediated the relationship between employee commitment and the three dimensions of PAJ.

Practical implications

This implies that PAJ can trigger positive employee work attitudes such as job satisfaction and commitment to facilitate the realisation of positive health-care outcomes if fairness and justice are effectively integrated into performance appraisal practices in health-care institutions.

Originality/value

The study contributes to extending organisation and human resource theories in the context of health-care services by applying the organisational justice theory to understand the job attitudes of workers in the health-care sector and institutions: a highly under-research context with respect to the topic.

The influence of performance management systems on employee job satisfaction levels at a telecommunications company in South Africa

Orientation: Given the importance of employee job satisfaction to organisational success, job satisfaction is still a common element for any organisation to be successful.Research purpose: To determine to what extent employee perceptions of performance management impact job satisfaction.Motivation for the study: This study was motivated by the relative paucity of extant literature considering the relationship between employee job satisfaction and the implementation of performance management systems within telecommunications companies in South Africa.Research approach/design and method: A survey-based quantitative approach was employed to collect data from 300 employees in a telecommunications company in South Africa. The survey instrument comprised items measuring perceptions of performance management and the performance management system and an adapted Minnesota Satisfaction Questionnaire (MSQ) that was used to evaluate job satisfaction. Survey items were accompanied by a five-point Likert-type scale. A nonprobability convenience sampling method was adopted.Main findings: The results showed that perceived policy implementation and perceived fairness have a positive and significant effect on job satisfaction, with perceived fairness having a greater overall effect.Practical/managerial implications: The implementation of a performance management system should be predicated on fairness and all due efforts to underline and communicate the fairness of the system, coupled with consistent policy implementation, can improve employee job satisfaction.Contribution/value-add: This study more broadly illustrates the importance of perceived fairness and consistent policy application in the implementation of a performance management system to overall employee job satisfaction.

Job satisfaction and support in the medical profession: The foundations of efficient organizational healthcare performance

Purpose

The purpose of the paper is to examine the levels of job satisfaction among doctors who work in Greek public hospitals, to determine the factors that may influence their satisfaction, to examine the contribution that staff support makes to job satisfaction and to investigate the potential impact that an economic recession might have on job satisfaction.

Design/methodology/approach

The sampling process used was stratified sampling and it was applied to all health regions in Greece. An official request to carry out the study was sent to 45 hospitals for the approval of their management. Through random sampling, 5% of the doctors' population was selected from each participating hospital, with the resulting sample consisting of 458 doctors from all the health regions of Greece. An anonymous questionnaire was administered to the sample of medical doctors to gather data on their perception of the work they do in public hospitals.

Findings

Empirical results showed that (1) the most important factor in doctors' job satisfaction appears to be the nature of their job and the high levels of autonomy that they have, and (2) doctors' level of commitment is maintained by enhancing their positive emotions and sense of professional well-being.

Originality/value

A deeper understanding of important concepts of an organization's behavior such as job satisfaction, staff support and their connection with internal organizational structures will facilitate policy makers and those who make decisions on the strategic management of medical staff in public hospitals.

POWER DISTANCE AS A MODERATOR OF THE RELATIONSHIP BETWEEN ORGANISATIONAL JUSTICE AND JOB SATISFACTION

Lacking awareness of appropriate type of power to apply might cause top management to implement equitable practices that fail to produce job satisfaction among subordinates. This study attempts to assess the relationship between organisational justice, power distance and job satisfaction among employees of Selangor Office of State secretary, Malaysia. It employed a survey method to gather data from the employees. The SmartPLS is used to evaluate the psychometric properties of the survey data and test the research hypotheses. The results of SmartPLS path model analysis revealed two important findings: First, the interaction between distributive justice and low power distance was significantly correlated with job satisfaction. Second, the interaction between procedural justice and high-power distance was significantly correlated with job satisfaction. This outcome confirms that the relationship between distributive justice and job satisfaction is moderated by low power distance, while the relationship between procedural justice and job satisfaction is moderated by high power distance. Further, significant recommendations from this study can help practitioners to understand diverse perspectives of power distance and draw up cross-cultural management plans to enable their human resource to contribute towards the attainment of the organisation’s vision and missions.  

Perceptions and predictors of organizational justice among healthcare professionals in academic hospitals in South-Eastern Nigeria

Background

Research on organizational justice in hospitals in African countries are limited despite being important for workforce performance and hospital operational efficiency. This paper investigated perceptions and predictors of organizational justice among health professionals in academic hospitals in South-east Nigeria.

Methods

The study was conducted in two teaching hospitals in Enugu State, South-east Nigeria using mixed-methods design. Randomly sampled 360 health professionals (doctors = 105, nurses = 200 and allied health professionals, AHPs = 55) completed an organizational justice scale. Additionally, semi-structured, in-depth interview with purposively selected 18 health professionals were conducted. Univariate and bivariate statistics and multivariable linear regression were used to analyze quantitative data. Statistical significance was set at alpha 0.05 level. Qualitative data were analyzed thematically using NVivo 11 software.

Results

The findings revealed moderate to high perception of different dimensions of organizational justice. Doctors showed the highest perception, whereas AHPs had the least perception. Among doctors, age and education predicted distributive justice (adjusted R² = 22%); hospital ownership and education predicted procedural justice (adjusted R² = 17%); and hospital ownership predicted interactional justice (adjusted R² = 42%). Among nurses, age, gender and marital status predicted distributive justice (adjusted R² = 41%); hospital ownership, age and gender predicted procedural justice (adjusted R² = 28%); and hospital ownership, age, marital status and tenure predicted interactional justice (R² = 35%). Among AHPs, marital status predicted distributive justice (adjusted R² = 5%), while hospital ownership and tenure predicted interactional justice (adjusted R² = 15%). Qualitative findings indicate that nurses and AHPs perceive as unfair, differences in pay, access to hospital resources, training, work schedule, participation in decision-making and enforcement of policies between doctors and other health professionals due to medical dominance. Overall, supervisors have a culture of limited information sharing with, and disrespectful treatment of, their junior colleagues.

Conclusion

Perceptions of organizational justice range from moderate to high and predictors vary among different healthcare professionals. Addressing specific socio-demographic factors that significantly influenced perceptions of organizational justice among different categories of health professionals and departure from physician-centered culture would improve perceptions of organizational justice among health professionals in Nigeria and similar settings.

Does organizational justice affect turnover-intention in a developing country? The mediating role of job satisfaction and organizational commitment

Purpose

The purpose of this paper is to investigate the effect of organizational justice on turnover-intention via the mediating influences of organizational commitment and job satisfaction. In addition, the study aims at incorporating all four facets of organizational justice (procedural, distributive, interpersonal and informational) in an attempt to test the model in a developing country context.

Design/methodology/approach

The study targeted employees in the airline industry working for airline companies currently operating in Jordan. A count of 323 questionnaires were directly distributed and completed and returned by employees yielding a response rate of 81 percent. Multiple regression analysis was used to test the hypotheses.

Findings

The results led to the acceptance of all hypotheses. Most importantly, it was confirmed that both organizational commitment and job satisfaction had a mediating effect on the relationship between organizational justice and turnover-intention. While job satisfaction fully mediated the relationship, organizational commitment only had a partially mediating effect.

Originality/value

The study took a step beyond the simple linear models typically used in the literature by proposing a more complex one that investigated the mediating role of job satisfaction and organizational commitment. Moreover, the researchers applied this model to a developing country setting in order to bridge the research gap.