Justice Scale Research Articles

What is planetary justice?

ABSTRACT To reconsider the meaning of justice in a planetary frame is both a necessity in our time of multiple entangled crises and an endeavour that seeks convergence and synthesis where there might instead be irreconcilable differences. We invited scholars from diverse disciplinary backgrounds to share their perspectives on the scope, scale, and purpose of planetary justice and received a variety of responses – all highly worthwhile in their own right. What we can conclude from this new milestone in the literature on planetary justice is that people emphasize different justice concerns and operate with different ontologies. Are the Earth system and the pluriverse opposing frameworks or somehow reconcilable? What concerns should be prioritized is also contested. Can there be a decolonial, multispecies, Earth systemic, justice that begins with the self and where matter is included in our sphere of justice? However, one agreement seems to be that planetary justice is inevitably ecosocial justice.

The effects of work readiness, organizational justice and professional identity on the work performance of new nurses: a cross-sectional survey

BackgroundWith the evolution of disease patterns and the continuous pursuit of persons for high-quality nursing services, new nurses are the reserve talents of the nursing team and shoulder a major mission. However, due to their low work performance and high turnover rate, this is not conducive to the stable development of nursing teams, and it is urgent to solve this problem. The purpose of this study was to explore the effect of work readiness on the work performance of new nurses, focusing on the mediating role of organizational justice and professional identity.MethodA cross-sectional design was employed. Using convenience sampling methods, 607 new nurses were surveyed in 5 hospitals in Henan Province, China, from January to February 2023. Data were collected using demographic characteristics questionnaire, the Work Performance Scale, the Work Readiness Scale for Graduate Nurses, the Organizational Justice Scale, and the Professional Identity Rating Scale for Nurses. AMOS 26.0 was used for model drawing and mediation path testing, and SPSS 25.0 was used for data analysis.ResultsThe mediation model shows a good fit (χ2 /df = 2.747, CFI = 0.987, GFI = 0.948, AGFI = 0.926, TLI = 0.984, IFI = 0.987, and RMSEA = 0.054). In this study, we found professional identity is a mediating variable between work readiness and the work performance of new nurses (β = 0.113, P<0.01), organizational justice is a mediating variable between work readiness and the work performance of new nurses (β = 0.269, P<0.01) and Organizational justice and professional identity play a chain mediating role in work readiness and work performance (β = 0.066, P<0.01).ConclusionsThe study highlights the importance of improving the work performance of new nurses. To improve work performance, managers should create a fair atmosphere, formulate transparent policies, improve the organizational justice of new nurses, and promote the professional identity and work readiness of new nurses by holding activities or conducting lectures. This will help stabilize the nursing team, improve the medical environment, stimulate the work enthusiasm of new nurses, and contribute to the development of the hospital.

The effect of inclusive leadership on turnover intention of intensive care unit nurses: the mediating role of organization-based self-esteem and interactional justice

BackgroundIntensive Care Unit nurses are related to the medical quality and life outcome of critically ill patients. In the context of nurse shortage, it is of great significance to reduce the turnover intention of Intensive Care Unit nurses. Inclusive Leadership, organizational-based self-esteem and Interactional Justice are important factors affecting the turnover intention of Intensive Care Unit nurses. However, for the special group of Intensive Care Unit nurses, there are few studies that explore the associations between these factors. This study explores the effect of inclusive leadership on the turnover intention of Intensive Care Unit nurses and the potential mediation through organizational-based self-esteem and interactional justice.MethodA cross-sectional study design was used to investigate 460 Intensive Care Unit nurses in 4 general hospitals in northern China. The scales used in this study include the inclusive leadership scale, the organization-based self-esteem scale, the interactional justice scale and the turnover intention scale. SPSS 27.0 was used for descriptive analysis and Pearson correlation analysis. AMOS 25.0 was used to construct structural equation model and Bootstrap test.ResultsThe results showed that the turnover intention of Intensive Care Unit nurses was higher (2.05 ± 0.67). Inclusive leadership had a negative predictive effect on turnover intention (β=-0.27, P < 0.001), and organizational-based self-esteem and interactional justice played a chain mediating role in the relationship between them (β=-0.051, P < 0.05).ConclusionsInclusive leadership is significantly related to the turnover intention of Intensive Care Unit nurses, and organizational-based self-esteem and interactional justice play a chain mediating role between the two. When medical institutions and nursing managers intervene to reduce the turnover intention of Intensive Care Unit nurses, they should not only focus on inclusive leadership but also consider the impact of organizational-based self-esteem and interactional justice on turnover intention, in order to develop effective talent retention strategies.

A history of restorative justice in Scotland: The evolving nature of an innovation in criminal justice policy and practice

AbstractHigh‐level political support for restorative justice in Scotland is at its strongest for many years, and yet its availability is lower now than in the mid‐2000s. To explore the reasons behind this paradox, we undertook an oral history project focused on the origins and development of restorative justice in Scotland. Based on 15 interviews with professionals, we tracked how the nature, objectives and scale of restorative justice has evolved in Scotland over time. Our analysis shows how the meaning and purpose of justice initiatives can shift, providing insight into policy development and broader debates about the role of justice responses.

The relationship between physical exercise and sense of social fairness among college students: the chain-mediated role of perceived social support and life satisfaction.

The development of a stable society is closely linked to a prevalent sense of social fairness. Participating in physical activities, which are inherently social, plays a crucial role in fostering mental stability within social contexts. This study aims to examine how physical exercise influences the sense of social fairness among college students, focusing on the potential mediating effects of perceived social support and life satisfaction. The study surveyed 496 Chinese college students using several scales: the Physical Activity Rating Scale-3 (PARS-3), Perceived Social Support Scale (PSSS), Satisfaction with Life Scale (SWLS), and Social Justice Scale (SJS). (1) A positive correlation was found between physical exercise and sense of social fairness (r = 0.151, p < 0.01). A significant direct effect of physical exercise on sense of social fairness was also observed (β = 0.151, t = 3.971, p < 0.01). (2) Physical exercise was a positive predictor of perceived social support (β = 0.113, t = 4.062, p < 0.01), which in turn positively influenced both life satisfaction (β = 0.333, t = 18.047, p < 0.01) and sense of social fairness (β = 0.485, t = 6.931, p < 0.01). Additionally, life satisfaction had a positive effect on sense of social fairness (β = 0.431, t = 3.247, p < 0.01). (3) Both perceived social support and life satisfaction significantly mediated the relationship between physical exercise and sense of social fairness through two pathways: physical exercise → perceived social support → sense of social fairness (mediating effect: 0.055); and physical exercise → perceived social support → life satisfaction → sense of social fairness (mediating effect: 0.016). (1) Physical exercise enhances both perceived social support and the sense of social fairness among college students, suggesting that it not only directly contributes to an enhanced sense of social fairness but also fosters supportive social relationships. (2) The influence of physical exercise on the sense of social fairness operates both directly and indirectly through the mediating roles of perceived social support and, sequentially, life satisfaction.

Prevalence, contributing factors and consequences of workplace bullying against nurse managers

Background/Aims Research has indicated a high prevalence of bullying among nurses, but there has been limited research into bullying among nurse managers. This study aimed to identify prevalence and consequences of workplace bullying, as well as the environmental factors that can contribute to this behaviour, towards nurse managers. Methods A descriptive correlational study was conducted with 135 nurse managers. Data were collected using a self-reported questionnaire, including a workplace bullying scale, authentic leadership scale, workplace culture scale, workplace justice scale, workplace trust scale, job demand and control scales, job satisfaction scale and stress scale. Items were scored using 5-point Likert scales. Data were analysed using the SPSS version 15, with Spearman's rho correlation and logistic regression analyses performed to identify relationships between variables. Results Participants reported a high prevalence of workplace bullying from staff nurses, leaders and other colleagues (64.7%). Factors that contributed to this behaviour included ineffective leadership, high workload, low job control, injustice, distrust in the organisation and weak organisational culture. Stress and dissatisfaction were identified as consequences of bullying. Conclusions High rates of bullying against nurse managers may lead to adverse consequences, including stress and job dissatisfaction. Healthcare managers and leaders need to target environmental factors that could reduce the incidence of workplace bullying, such as strong authentic leadership, organizational culture and job demand.

Access to civil justice as a social determinant of health: a legal epidemiological cross-sectional study

BackgroundAlthough it is widely acknowledged that access to civil justice (ATJ) is a key social determinant of health (SDOH), the existing literature lacks empirical evidence supporting ATJ as a SDOH for specific dimensions of health.MethodsA legal epidemiological, cross-sectional, postal survey was conducted on n = 908 randomly sampled participants in Hong Kong in March 2023. Data collected were perceptions of the civil justice system, health, and sociodemographics. Perceived ATJ was assessed using a modified version of the Inaccessibility of Justice scale (IOJ) and Perceived Inequality of Justice scale (PIJ), i.e. the “modified IOJ-PIJ”, consisting of 12 of the original 13 items from both scales divided into two subdomains: “procedural fairness”, and “outcome neutrality”. For health data, quality of life was assessed using the Hong Kong version of the Abbreviated World Health Organization Quality of Life questionnaire (WHOQOL-BREF(HK)), psychological distress (including symptoms of anxiety and depression) was assessed using the four-Item Patient Health Questionnaire (PHQ-4), and having comorbidities was assessed using Sangha’s Self-Administered Comorbidity Questionnaire (SCQ). Structural equation modelling (SEM) was used to investigate the relationships between perceived ATJ and the measured health outcomes.ResultsSEM demonstrated that both subdomains for ATJ had significantly negative associations (B < 0; p < 0.05) with all quality-of-life subdomains, except for between outcome neutrality with social relationships; both subdomains for ATJ had significantly positive association (B > 0; p < 0.05) with both anxiety and depression; and, after adjusting for age, only “procedural fairness” had significantly positive association (B > 0; p < 0.05) with having comorbidities.ConclusionThis study provided empirical evidence that ATJ is a SDOH for specific dimensions of health. The results of this study encourage laws, policies, and initiatives aimed at improving ATJ, as well as collaborative efforts from the legal and health sectors through health-justice partnerships, and from the broader community, to safeguard and promote public health by strengthening ATJ.

The effect of perceived organizational justice on workplace deviant behavior of new nurses: the role of emotional labor and psychological capital

BackgroundNew nurses are prone to workplace deviant behavior in the constrained hospital environment, which will not only directly affect the safety of patients, but also reduce the work efficiency of nurses and bring negative results to the hospital. The purpose of this study was to investigate the relationship between perceived organizational justice, emotional labor, psychological capital, and workplace deviant behavior of new nurses.MethodsA cross-sectional study was used in this study. A survey was conducted in 5 hospitals in Henan Province, Chain from February to April 2023. The sample size was 546. The questionnaire included general information, perceived organizational justice scale, emotional labor scale, psychological capital scale, and workplace deviant behavior scale. SPSS 26.0 and PROCESS Macro were used for data analysis. PROCESS Model 4 and Model 14 were used to verify the model.ResultsThis study displays that perceived organizational justice was negatively correlated with emotional labor and workplace deviant behavior, and emotional labor was positively correlated with workplace deviant behavior. Meanwhile, emotional labor plays a partial mediating role between perceived organizational justice and workplace deviant behavior, accounting for 32.7% of the total effect. Moreover, the path of emotional labor on workplace deviant behavior is moderated by psychological capital.ConclusionThis study further understood the workplace deviant behavior of new nurses, and provided a new perspective for solving this problem. Nurse managers can reduce workplace deviant behavior by enhancing the perceived organizational justice and psychological capital of new nurses and improving emotional labor.

Stress and burnout in the context of workplace psychosocial factors among mental health professionals during the later waves of the COVID-19 pandemic in Hungary.

While literature is abundant on the negative mental health impact of the COVID-19 outbreak, few studies focus on the Central and Eastern European region. We examined stress, burnout, and sleeping troubles among mental health professionals in the context of psychosocial risk factors related to participation in COVID care during the fourth and fifth waves. Mental health professionals (N=268) completed an online cross-sectional survey in Hungary, between November 2021 and April 2022. Of the respondents, 58.2% directly participated in COVID care. The main data collection instrument was the Copenhagen Psychosocial Questionnaire (COPSOQ II), including 20 subscales on work-related psychosocial factors and 3 outcome scales (stress, burnout, and sleeping troubles). We added a question on competence transgression, and items on sociodemographic and professional background. Participation in COVID care was associated with higher work pace (59.08 versus 49.78), more role conflicts (55.21 versus 45.93), lower scores on the influence at work (38.18 versus 51.79), predictability (44.71 versus 57.03), reward (55.82 versus 65.03), role clarity (70.19 versus 75.37), social support from supervisor (59.24 versus 65.55), job satisfaction (54.36 versus 62.84), trust regarding management (55.89 versus 67.86), justice and respect (44.51 versus 54.35) scales. Among those involved in COVID care, only the stress score was higher (47.96 vs. 42.35) in the total sample; however, among psychiatrists, both stress (52.16 vs. 38.60) and burnout scores (58.30 vs. 47.06) were higher. Stepwise multiple regression revealed that work-family conflict, emotional demands and workplace commitment were independent predictors of higher stress and burnout scores; furthermore, competence transgression had a significant effect on stress, and being a psychiatric specialist had a significant effect on burnout. These models explained 40.5% of the variance for stress and 39.8% for burnout. During the fourth and fifth waves, although COVID care was more well-organized, psychiatrists, as specialist physicians responsible for the quality of the care, were still experiencing challenges regarding their competence and influence at work, which may explain their increased levels of stress and burnout.

Influence of Personality Traits and Organizational Justice on Job Satisfaction among Nurses.

The purpose of this research was to examine whether demographic variables, personality traits, and workplace variables (working in shifts, job tenure, and perceived organizational justice) contribute the most to the prediction of job satisfaction in nurses. The survey included 161 nurses. The instruments used in this research were as follows: the Demographic Data Questionnaire, the Perceived Organizational Justice Scale, the Job Satisfaction Scale, and the NEO five-factor inventory. The study findings indicated that age, health status, distributive justice, and procedural justice positively contribute to job satisfaction among nurses, while neuroticism contributes negatively. Older nurses, those in better health, those who are satisfied with the organization's decision-making process, and those who feel adequately rewarded for their contributions tend to be more satisfied with their jobs. Conversely, nurses with a higher level of the neuroticism personality trait tend to be less satisfied with their job. The strongest predictors of job satisfaction among nurses were found to be health status, the personality trait of neuroticism, and distributive and procedural justice, with the age of nurses being slightly less powerful but still significant.

Challenge-Oriented Organizational Citizenship Behaviors among Nurses: The Influence of Perceived Inclusive Leadership and Organizational Justice in High-Intensity Work Environment

Aims. This study was designed to investigate the impact of inclusive leadership on challenge-oriented citizenship behaviors and examine the mediating role of organizational justice on the relationship between inclusive leadership and challenge-oriented citizenship behaviors among nurses. Background. Leaders exhibiting an inclusive leadership style have the potential to create a positive work climate and motivate members of the organization. However, the mechanisms by which organizational justice contributes to this process remain to be explored, particularly in terms of how it motivates challenge-oriented organizational citizenship behaviors. Method. A cross-sectional questionnaire survey was conducted among nurses in China at the end period of the COVID-19 pandemic. A total of 527 registered nurses were enrolled and completed the self-report questionnaires including inclusive leadership scale, organizational justice scale, and challenge-oriented citizenship behavior scale. The hypotheses were tested using hierarchical multiple regression analyses and structural equation modelling. Results. The results of empirical tests revealed that nurse leader’s inclusive leadership had a positive relationship on nurses’ challenge-oriented organizational citizenship behaviors (β = 0.823, p&lt;0.001) after controlling several demographic covariates. Meanwhile, inclusive leadership was positively linked to organizational justice (β = 0.747, p&lt;0.001), and the indirect effect of inclusive leadership on nurses’ challenge-oriented citizenship behaviors through organizational justice was statistically significant (β = 0.641, p&lt;0.001). Furthermore, the model fit indices were χ2/df = 1.952, RMSEA = 0.043, CFI = 0.979, and TLI = 0.977, indicating that the model had high quality. Conclusion. This study could help nurse leaders with inclusive leadership style have a better understanding and taking the advantages of the influence mechanism of organizational justice in inspiring nurses’ challenge-oriented citizenship behaviors. While nurse managers can inspire challenge-oriented organizational citizenship behaviors through inclusive leadership, they should also emphasize the evaluative and behavioral-shaping effects of organizational justice. Both leadership and organizational justice are essential to motivate challenge-oriented organizational citizenship behaviors and to foster organizational development. Moreover, managers should focus on the process and conditions of implementing organizational justice to ensure fairness within the organization and to create a conducive environment for challenge-oriented organizational citizenship behaviors.

Social justice attitudes in a deep divided society: the case of Jewish Arab bilingual schools in Israel

ABSTRACT This paper uses Israel as a case study to investigate the contribution that schools have on their graduates’ social justice attitudes. Using (Ajzen, I. 1991. “The Theory of Planned Behavior.” Organizational Behavior and Human Decision Processes 50 (2): 179–211. https://doi.org/10.1016/0749-5978(91)90020-T) theory of planned behaviour alongside the social justice scale developed by (Torres-Harding, S. R., B. Siers, and B. D. Olson. 2012. “Development and Psychometric Evaluation of the Social Justice Scale (SJS).” American Journal of Community Psychology 50 (1-2): 77–88. https://doi.org/10.1007/s10464-011-9478-2), this study aim is to investigate whether Jewish Arab bilingual elementary schools who foreground social justice as part of their educational mission contribute to their graduates’ attitudes towards social justice. In order to carry out our investigation, a quantitative method was used and two types of schools were chosen: state schools, whose main objective is to create solidary among the Jewish majority in society, and Jewish-Arab bilingual schools, whose aim is to promote understanding among Jewish and Palestinian citizens of Israel and a social justice agenda. Our hypothesis was that perceptions of social justice would be significantly higher among Jewish Arab bilingual schools’ graduates when compared to state schools’ graduates.

Balancing The Scale of Justice: Addressing Discrimination in The Kenyan Adoption Laws

Balancing The Scale of Justice: Addressing Discrimination in The Kenyan Adoption Laws

Athletic justice: Scale development and validation

The current study aimed to create a reliable and valid scale to measure athletes' perception of fairness regarding coaches' behaviors. The study utilized a scale development process, including three steps: (a) item generation, (b) scale development, and (c) scale evaluation. Both quantitative and qualitative approaches were utilized to generate items and achieve content validity. In developing the AJ scale, elite athletes from 29 different sports in Saudi Arabia were recruited for two rounds of data collection. The first data set (n = 279) was collected using an initial 35-item AJ scale developed from existing justice scales and interviews with elite athletes, while the second data collection (n = 503) was performed using a refined 12-item scale based on the analysis of the first data set. The results of ESEM showed an appropriate model fit for the scale with 12 items including four dimensions. In addition, the criterion validity was supported as each dimension of AJ was positively associated with athlete satisfaction. The newly developed AJ scale will help researchers measure perceived fairness toward coaches’ behaviors based on the unique culture, climate, and environment that exists in the context of sports and explore the relationships between AJ and important attitudinal and behavioral outcomes that impact team performance.

Investigating the Impact of Organizational Justice on the Relationship Between Organizational Learning and Organizational Silence in Clinical Nurses: A Structural Equation Modeling Approach

Background: When nurses feel that the learning processes in their organization are fair and just, they are more likely to feel confident about sharing their knowledge, expressing their concerns, and contributing to the learning process. Conversely, suppose employees perceive a lack of organizational justice. In that case, they may be less likely to speak up and share their valuable input due to concerns about unfair treatment or possible negative consequences.Objective: Nurses’ silence and organizational learning may have a connection yet to be thoroughly investigated. We are exploring whether organizational justice mediates this relationship by improving nurses’ perception of it and reducing silence among them.Methods: A study was conducted in Ardabil, Iran, to analyze the correlation between organizational learning, organizational justice, and organizational silence among 319 healthcare professionals from five hospitals. The study utilized three assessment tools: the organizational learning questionnaire, the organizational justice scale, and the organizational silence scale. The collected data were analyzed using IBM SPSS Statistics, and a structural equation model (SEM) was developed using the bootstrap method in AMOS 24.0 to test the proposed model.Results: Our study found a strong positive relationship between organizational learning and organizational justice and a significant negative correlation between organizational learning and silence. Also, there was a significant negative relationship between organizational justice and silence. SEM showed that organizational learning indirectly affects organizational silence through organizational justice as a mediator, explaining 72.3% of all variance in organizational silence.Conclusion: Our findings indicated that organizational learning is positively associated with justice but negatively associated with silence. When nurses experience organizational justice, they are less likely to remain silent. Encouraging nurses to share their opinions and concerns reduces silence and improves working conditions, morale, and patient care. Further research is needed to understand the complex interplay between organizational learning, justice, and silence in nursing settings.

Legal Translation in Algeria: The Justice Scales to The Test of Equivalence

Legal translation is a specialized area of translation that requires a deep understanding of legal ‎systems, legal terminology, and the cultural context in which the legal document was created. ‎In Algeria, legal translation plays a critical role in facilitating communication and ensuring the ‎accuracy and clarity of legal documents. This paper will explore the challenges and ‎considerations that legal translators in Algeria face, including linguistic, cultural, and legal ‎factors. Through a thorough analysis of legal translation in Algeria, this paper seeks to shed ‎light on the essential role that legal translation plays in promoting access to justice and ‎maintaining the integrity of legal systems in Algeria, where legal translation is particularly ‎important due to the country's unique, complex, and diverse legal system, which combines ‎elements of French civil law and Islamic law, in addition to the multiple official languages, ‎including Arabic, French, and Berber. Moreover, the legal documents that require translation ‎in Algeria range from contracts and agreements to court documents and legal judgments. ‎These documents often have significant legal consequences, making accuracy and precision in ‎legal translation critical. In this context, it is essential for legal translators in Algeria to have ‎specialized training and expertise in legal translation to ensure that legal documents are ‎accurately and effectively translated across different languages and legal systems using all ‎types of equivalence for terms and concepts dealt with and comparative law study for the text ‎to be translated. ‎

Enhancing Nurses’ Well-Being: Exploring the Relationship between Transformational Leadership, Organizational Justice, and Quality of Nursing Work Life

Aim. The study’s aim was to examine the relationship between transformational leadership, organizational justice, and nurses’ quality of work life. Background. There is an increasing emphasis on the welfare of nurses and their influence on healthcare services. There is a dearth of comprehensive studies on the influence of transformational leadership and justice within organizations on work-related quality of life. Understanding these connections is critical for improving workplace dynamics and fostering nurse well-being. Methods. This cross-sectional research included a convenience sample of nurses working in a general hospital. The data were obtained through self-report questionnaires encompassing three reliable and validated scales: the global transformational leadership scale, organizational justice scale, and quality of nursing work-life scale. The data were then analyzed with SPSS 23 and statistical methods (descriptive statistics, Pearson correlation coefficient, and hierarchical linear regression). This study adhered to the STROBE guidelines. Results. A sum of 527 out of 566 nurses responded to the questionnaires (response rate = 93.1%). The nurses had a high perception of transformational leadership behaviors but had a more moderate view of organizational fairness and the quality of their nursing work life. Transformational leadership was significantly associated with organizational fairness. Also, a positive relationship was found between transformational leadership, justice within organizations, and nurses’ quality of work life. Conclusions. Nurses who consider their leaders as transformative and have the sense of a fair organizational climate are more likely to have higher levels of quality of work life. Implications for Nursing Management. Nurse managers should strive to develop transformational leadership behaviors and promote organizational justice to enhance the well-being and satisfaction of nurses in their work environments.

Revisiting the energy justice framework: Doing justice to normative uncertainties

Energy justice is often approached through the four tenets of procedural, distributive, restorative and recognition justice. Though these tenets are important placeholders for addressing what type of justice issues are involved, they require further normative substantiations. These are achieved by using principles of justice to specify why – normatively speaking – something is just or unjust within each category or tenet of justice. In addressing the principles of justice, it is important to acknowledge normative uncertainties, or the fact that different (incompatible) conceptions of justice might be morally defensible, leading to different normative conclusions or policy recommendations. This paper reviews the definitions of tenets in energy justice scholarship, the occurrence of normative claims, and how these claims are justified. The review shows that the scholarship ignores to a large extent normative uncertainties. In response, we propose a revisited energy justice framework, focusing on four aspects that help us to articulate the normative uncertainties in both the principles and the tenets of energy justice. These aspects are (i) the scale of justice (i.e. whether justice is considered at a local, national, regional, multinational or global scale), (ii) the subject of justice, (iii) the body of knowledge that is assumed and (iv) the time frame in which justice issues are being considered. We hope to provide a conceptual framework that make explicit the different types of normative assumptions underlying claims of justice, which will ultimately improve the quality and legitimacy of normative conclusions such as policy recommendations that follow.

Is there any relationship between nurses’ perceived organizational justice, moral sensitivity, moral courage, moral distress and burnout?

AimThe present study is an attempt to investigate the relationship between Corley’s model variables in mental health nurses.BackgroundBased on Corley’s model, burnout and moral distress in nurses are, in retrospect, the consequences of the interplay of organizational and individual factors such as perceived organizational justice, moral sensitivity, and moral courage. The relationship between two variables or three variables of Corley’s moral distress model has been investigated, but the test of Corley’s moral distress model with more variables has not been done. Therefore, this research was proposed with the aim of investigating the relationship between the variables of moral courage and moral sensitivity (as characteristics of nurses), perceived organizational justice (as an antecedent), moral distress, and job burnout (as consequences of moral distress).MethodsThe study was conducted as a descriptive correlational study involving 500 nurses working in the mental health wards of hospitals. Data collection was conducted using perceived organizational justice scale, moral sensitivity scale, moral courage scale, moral distress scale, and burnout inventory.ResultsThe results showed a significant relationship between perceived organizational justice, moral sensitivity, moral courage, and moral distress (< 0.05). Moreover, perceived organizational justice and moral distress had an inverse relationship. Moral sensitivity and moral courage had a direct relationship with moral distress (< 0.05). Furthermore, the results showed inadequate model fitness.ConclusionsThis study adds to the existing knowledge about the experiences of mental health nurses and their interactions with both organizational and individual factors. It highlights that the connections between perceived organizational justice, moral sensitivity, moral courage, moral distress, and burnout are intricate and multifaceted. As we deepen our understanding of these relationships, it opens the door for the development of interventions and strategies to enhance nurses’ well-being and the quality of care they deliver in mental health settings. Moreover, future research and ongoing refinement and expansion of Corley’s model will be crucial in addressing the complex challenges within the healthcare sector.

The Mediating Role of Social Motivation on the Relationship between School Leadership and Social Justice

This research aims to examine the relationship between school leadership, social motivation and social justice based on perceptions of the teachers at public schools and to reveal whether the perceived social motivation of the teachers have a mediating role in this relationship. 1222 teachers at public schools in Pendik district of Istanbul province in 2022-2023 academic year who were selected using the stratified sampling method based on the number of teachers per school grades participated in the study. In this quantitative study, School Leadership Scale for measuring teachers’ perceptions regarding school principals’ leadership behaviors, Social Motivation Scale for measuring participants’ perceptions regarding social motivation, and Social Justice Scale for measuring participants’ perceptions regarding social justice were used. Pearson correlation analysis, Independent sample t-test and structural equation model were used for descriptive analyses. Finally, whether the direct and indirect effects obtained in the structural equation model are significant was examined by bootstrapping analysis. The results of the research showed significant relationships between teachers’ perceptions of school leadership, social motivation, social justice besides social motivation’s mediating role on the relationship between school leadership and social justice. Finally, the findings obtained in the research were discussed in line with the relevant literature and suggestions were presented.