Influence of Perceived Organizational Justice on Empowerment, Organizational Commitment and Turnover Intention in the Hospital Nurses

Abstract

Background/Objectives: The purpose of the study is to investigate the influence of perceived organizational justice on empowerment, organizational commitment and turnover intention in the hospital nurses in Korea. Methods/Statistical Analysis: A self-reported questionnaire was completed by three hundred hospital nurses in general hospital after hearing the purpose of the study. The instruments of the questionnaire consisted of organizational justice, empowerment, organizational commitment, and turnover intention measured by a five point Likert scale. The data were analyzed using SPSS version 22.0 and AMOS 21.0 program. Technical statistics, Pearson's correlation coefficients, Cronbach's alpha, and EFA were done. Findings: The path model was analyzed to evaluate the hypothesis and overall fit measures. The model's overall fit measures were Χ 2 = 122.765, d.f. = 23, p = .000, GFI = .914, AGFI = .832, RMR = .031, NFI = .872, IFI = .893, CFI = .892. Model evaluation measure of overall fit is desirable when GFI, CFI, NFI, and IFI are above .9, AGFI above .8, and RMR below .05. While NFI, IFI, and CFI values in this study were somewhat lower, because RMR, GFI, and AGFI values were high, it was deemed acceptable without a revised model. Organizational justice had a positive direct effect on empowerment (r = .446, p = .004) and organizational commitment (r = .608, p = .004) and a negative direct effect on turnover intention (r = -.357, p = .004). Empowerment had a notable direct effect on organizational commitment (r = .213, p = .007), but no notable direct effect on turnover intention (r = .097, p = .155). Organizational commitment had a negative effect on turnover intention (r = -.381, p = .004). Organizational justice had an indirect effect on organizational commitment and turnover intention. Empowerment, too, had an indirect effect on turnover intention. Organizational justice, followed by organizational commitment, had the most overall effect on turnover intention, and both were negative effects. The coefficient of determination (R 2 ), which explains external and internal variables, was examined. The value of R 2 for empowerment was .199 (19.9%), organizational commitment's R 2 was .530 (53%), and turnover intention's R 2 was .407 (40.7%). This study shows that, as the nurses' perception of organizational justice becomes greater, empowerment and organizational commitment are heightened while turnover intention goes down. Improvements: Therefore, for effective hospital human resources management, nursing organizations and hospital organizations must change the design and system of the organization so that the nurses' perception of organizational justice will become greater.