Abstract
BackgroundOrganizational citizenship behavior (OCB) improves efficiency and employees’ participation and generally provides a good ambiance. This study was conducted to determine the role of job satisfaction (JS), organizational commitment (OC) and procedural justice (PJ) in explaining OCB among nurses working in fifteen educational-treatment centers in Tehran-Iran, to provide guidelines for health care managers’ further understanding of how to encourage citizenship behavior among nurses.MethodsIn this multi-center descriptive-correlational study 373 nurses were evaluated through a Multi-stage cluster sampling method after obtaining approval from the Ethics Committee of Islamic Azad University, Tehran Medical Branch and Tehran University of Medical Sciences Research Deputy. Nurses who signed the informed consent and holding a bachelor or master degree, having a minimum one year of job experience and not having organizational management position during the questionnaire distribution were included in the study. In order to collect data, Demographic questionnaire, Podsakoff et al. (Leadersh Q 1(2):107–142, 1990) OCB questionnaire, OC questionnaire, Aelterman et al. (Educ Stud 33(3):285–297, 2007) JS questionnaire and PJ questionnaire were used. These questionnaires were translated into Persian and content validity was confirmed by an expert group; their reliability was calculated by the internal consistency Cronbach alpha coefficient and it was satisfied. Data were analyzed by descriptive statistics, Comparative mean tests, correlation coefficient and multiple-regression in the SPSS software version 11.ResultThe general mean and all five aspects of OCB that ranked higher than 3 were evaluated in a “quite desired” state. The mean for perceived procedural justice, the general mean for JS and the mean of general grade for OC from the nurses’ was in “quite desired” state. Finding from multiple regression indicated that OC and PJ exhibit about 19 % of OCB variance totally which is statistically significant (P < 0.01). JS had no significant impact on explaining OCB.ConclusionOC was the strongest predictor of nurses’ OCB followed by perceived procedural justice. So, improving these factors can initiate better citizenship behavior among nurses.
Highlights
Organizational citizenship behavior (OCB) improves efficiency and employees’ participation and generally provides a good ambiance
The required defaults for the data to be entered in regression which including: normality of data distribution, Co-linearity statistics, and Durbin-Watson statistic were tested and the results indicated a normal state of data distribution, non-correlation of errors (DW = 1.71) and acceptable coefficients of Tolerance, and Variance Inflation Factor (VIF) for organizational commitment (OC), job satisfaction (JS) and procedural justice (PJ) was 1.64, 1.43 and 1.43, respectively
The results showed that there were no significant differences among OCB, PJ and OC scores (P > 0.05) in terms of years of experience while JS (P = 0.03) score was statistically significant, at least between the two groups
Summary
Organizational citizenship behavior (OCB) improves efficiency and employees’ participation and generally provides a good ambiance. Seniors population growth, technological advances, welfare issues and increase in expectations of patients in the quality of caring in the field of nursing added to a growing shortage in the nursing work force in general, and intention to leave service in the existing work force in particular has increased the importance of OCB among nurses [6, 7]. These facts have turned the optimized use of existing human capital into a major concern for managers in the field [6, 7]. The clinic nurses, as the largest professional group working in health organizations are in the front line of communicating with patient and the value of services provided by health systems for patients is influenced by the nurses behaviors and attitudes [8]
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