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Park and Yoon: The Mediating Role of Organizational Citizenship Behavior between Organizational Justice and Organizational Effectiveness in Nursing Organizations
Original Article
Journal of Korean Academy of Nursing

Journal of Korean Academy of Nursing 2009; 39(2): 229-236.

Published online: 28 April 2009

DOI: https://doi.org/10.4040/jkan.2009.39.2.229

The Mediating Role of Organizational Citizenship Behavior between Organizational Justice and Organizational Effectiveness in Nursing Organizations

Wall-Yun Park1, Sook-Hee Yoon2

1Nursing Director, Gimhae Bokum Hospital, Gimhae, Korea.

2Professor, Department of Nursing, Inje University, Busan, Korea.

Address reprint requests to: Yoon, Sook-Hee. Department of Nursing, Inje University, 633-165 Gaegeum-dong, Jin-gu, Busan 614-735, Korea. Tel: 82-51-890-6826, Fax: 82-51-894-9840, shyoon0120@hanmail.net

Received 3 October 2008       Accepted 9 March 2009

Copyright © 2009 Korean Society of Nursing Science

Abstract

Purpose

This study was a secondary analysis to verify the mediating role of organizational citizenship behavior (OCB) between organizational justice (OJ) and organizational effectiveness (OE) in nursing organizations.

Methods

The RN-BSNs and their colleagues in Seoul and Busan were subjects. The data was collected for 20 days between September 13 and October 2, 2004. Two hundred eighty three data sets were used for the final analysis. The fitness of models were tested using AMOS 5.

Results

The fitness of hypothetical model was moderate. Procedural Justice (PJ), Interaction Justice (IJ) and Distributive Justice (DJ) had direct effects on Job Satisfaction (JS), Organizational Commitment (OC) and Turnover Intention (TI) in OE, and indirect effects on JS, OC and TI mediated by OCB. The modified model improved with ideal fitness showed the causal relations among OE. In modified model, PJ, IJ and DJ had direct positive effects on OCB and JS and OC in OE, and indirect effects on JS and OC mediated by OCB. JS and OC in OE had a direct negative effect on TI.

Conclusion

OCB mediated the relationship between OJ and OE, so the nursing managers should enhance OCB of the nurses in order to improve OE.

Keywords: Organizational justice, Organizational citizenship behavior, Job satisfaction, Organizational commitment, Turnover intention

Figures and Tables

Figure 1
Path diagram of the hypothetical model.
*p<.05. DJ=Distributive justice; PJ=Procedural justice; IJ=Interaction justice; OCB=Organizational citizenship behavior; JS=Job satisfaction; OC=Organizational commitment; TI=Turnover intention.
jkan-39-229-g001
Figure 2
Path diagram of the modified model.
*p<.05. DJ=Distributive justice; PJ=Procedural justice; IJ=Interaction justice; OCB=Organizational citizenship behavior; JS=Job satisfaction; OC=Organizational commitment; TI=Turnover intention.
jkan-39-229-g002
Table 1
General Characteristics of the Subjects (N=283)
jkan-39-229-i001

OPD=out patient department.

*Specialty nursing unit includes ICU, CCU, ER, psychiatric ward, pediatric ward.

Table 2
The Correlation of Variables (N=283)
jkan-39-229-i002

*p<.05; **p<.01.

DJ=Distributive Justice; IJ=Interaction Justice; PJ=Procedural Justice; OCB=Organization Citizenship Behavior; JS=Job Satisfaction; OC= Organizational Commitment; TI=Turnover Intention.

Table 3
Fitness Index of Models
jkan-39-229-i003

GFI=goodness of fit index; AGFI=adjusted goodness of fit index; RMR=Root mean square residual; RMSEA=Root mean square error of approximation; NFI=normed fit index.

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