Abstract
PurposeThe aim of this study is to investigate whether organizational justice climate at the workplace level is associated with individual staff members’ perceptions of care quality and affective commitment to the workplace.MethodsThe study adopts a cross-sectional multi-level design. Data were collected using an electronic survey and a response rate of 75% was obtained. Organizational justice climate and affective commitment to the workplace were measured by items from Copenhagen Psychosocial Questionnaire and quality of care by three self-developed items. Non-managerial staff working at dental clinics with at least five respondents (n = 900 from 68 units) was included in analyses. A set of Level-2 random intercept models were built to predict individual-level organizational affective commitment and perceived quality of care from unit-level organizational justice climate, controlling for potential confounding by group size, gender, age, and occupation.ResultsThe results of the empty model showed substantial between-unit variation for both affective commitment (ICC-1 = 0.17) and quality of care (ICC-1 = 0.12). The overall results showed that the shared perception of organizational justice climate at the clinical unit level was significantly associated with perceived quality of care and affective commitment to the organization (p < 0.001).ConclusionsOrganizational justice climate at work unit level explained all variation in affective commitment among dental clinics and was associated with both the individual staff members’ affective commitment and perceived quality of care. These findings suggest a potential for that addressing organizational justice climate may be a way to promote quality of care and enhancing affective commitment. However, longitudinal studies are needed to support causality in the examined relationships. Intervention research is also recommended to probe the effectiveness of actions increasing unit-level organizational justice climate and test their impact on quality of care and affective commitment.
Highlights
An important target of research into organizational functioning pertains to identifying factors that may contribute towards enhancing efficiency and quality of production processes, while simultaneously sustaining the motivation and well-being of employees (Morrison et al 2007)
Organizational justice climate at work unit level explained all variation in affective commitment among dental clinics and was associated with both the individual staff members’ affective commitment and perceived quality of care
Intervention research is recommended to probe the effectiveness of actions increasing unit-level organizational justice climate and test their impact on quality of care and affective commitment
Summary
An important target of research into organizational functioning pertains to identifying factors that may contribute towards enhancing efficiency and quality of production processes, while simultaneously sustaining the motivation and well-being of employees (Morrison et al 2007) In this perspective, the concept of job resources from the Job Demands-Resources model (Demerouti et al 2001) acquires particular salience. Staff turnover, recruiting, and introducing new employees is expensive for healthcare institutions, so in the case of highly skilled jobs (Blatter et al 2012; Li and Jones 2013) These problems are observable in the Swedish public dental sector, which is characterised by demanding working conditions and an ageing work force and, by projected increases in turnover rates (Bejerot 1998; Berthelsen et al 2017; Hjalmers 2005; Nyqvist et al 2016; The National Board of Health and Welfare 2010)
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