The Effects of Organizational Justice and Dispositional Affectivity on Job Satisfaction and Intent to Leave among Nurses

Young Hee Yom

doi:10.11111/jkana.2010.16.3.276

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Yom: The Effects of Organizational Justice and Dispositional Affectivity on Job Satisfaction and Intent to Leave among Nurses

Original Article

Journal of Korean Academy of Nursing Administration

Journal of Korean Academy of Nursing Administration 2010; 16(3): 276-285.

Published online: 30 September 2010

DOI: https://doi.org/10.11111/jkana.2010.16.3.276

The Effects of Organizational Justice and Dispositional Affectivity on Job Satisfaction and Intent to Leave among Nurses

Young Hee Yom¹

¹Professor, Department of Nursing, Chung-Ang University, Korea.

Correspondence: Yom, Young-Hee. Department of Nursing, Chung-Ang University, 221 Heukseok-dong, Dongjak-gu, Seoul 156-756, Korea. Tel: 82-2-820-5700, Fax: 82-2-824-7961, yhyom@cau.ac.kr

Received 2 July 2010 Revised 13 September 2010 Accepted 15 September 2010

Abstract

Purpose

The purpose of this study was to investigate the effects of organizational justice and dispositional affectivity on job satisfaction and intent to leave among nurses.

Methods

The sample of this study consisted of 274 nurses from 2 general hospitals located in Incheon. Data were collected with self-administered questionnaires and were analyzed by hierarchical multiple regression.

Results

Distributive and interactional justices had positive impacts on nurses' job satisfaction. Distributive, procedural and interactional justices had negative impacts on nurses' intent to leave. It was found out that positive affectivity significantly moderated the effect of interactional justice on job satisfaction while dispositional affectivity did not significantly moderate the effect of organizational justice on the intent to leave.

Conclusion

The results imply that hospital administrators should pay attention to the dispositional affectivity of nurses to increase their job satisfaction. Further, hospital needs to maintain organizational justice to reduce nurses' turnover.

Keywords: Job Satisfaction, Affect, Organizations

Figures and Tables

Figure 1

Conceptual model for study

Table 1

General characteristics (N=274)

Table 2

Descriptive statistics and pearson correlations among variables

Table 3

Results of hierarchical regression on job satisfaction

^*Dummy variables: position(1=Head Nurse or Higher Position; 0=Lower than Head Nurse), marital status(1=Married and Others, 0=Unmarried), working shift(1=Non-Three Shift; 0=Three Shift), working unit(1=Special Unit; 0=Non-Special Unit)

Table 4

Results of hierarchical regression on intend to leave

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