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Chun: Effects of Organizational Injustice on Negative Behaviors of Employees: Focusing on the Mediating Effect of Trust
Original Article

Journal of Korean Academy of Nursing Administration 2014; 20(1): 59-68.

Published online: 29 January 2014

DOI: https://doi.org/10.11111/jkana.2014.20.1.59

Effects of Organizational Injustice on Negative Behaviors of Employees: Focusing on the Mediating Effect of Trust

Kyung Kook Chun

Department of Public Health, Graduate School, Yeungnam University · Department of Weapon Systems, Sunlin College, Korea.

Corresponding author: Chun, Kyung Kook. Department of Weapon Systems, Sunlin College, 146-1 Hunghae-eup, Buk-gu, Pohang 791-712, Korea. Tel: +82-54-260-5694, Fax: +82-54-260-5622, ckk1214@sunlin.ac.kr

Received 7 November 2013       Revised 26 December 2013       Accepted 5 January 2014

Copyright © 2014 Korean Academy of Nursing Administration

(open-access):

This is an open access article distributed under the terms of the Creative Commons Attribution Non-Commercial License (http://creativecommons.org/licenses/by-nc/3.0/), which permits unrestricted non-commercial use, distribution, and reproduction in any medium, provided the original work is properly cited.

Abstract

Purpose

The purpose of this research was to delineate the effects of organizational injustice on negative behaviors of employees with the mediating effects of trust.

Methods

A survey was conducted among 550 nurses in 11 departments of 3 hospitals located in the Pohang area. Data were analyzed using frequency, descriptive statistics. correlation coefficients, regression analysis.

Results

Procedural injustice (β=-.48, p<.001) had the greatest negative effect on organizational trust, followed by interactional injustice(β=-.15, p<.001) and distributive injustice(β=-.14, p<.001). For supervisor trust, both procedural (β=-.11, p=.006) and interactional (β=-.63, p<.001) injustice had a negative effect. While supervisor trust (β=-.28, p<.001) had greater negative effects on organizational negative behaviors of nurses compared to organizational trust (β=-.21, p<.001), supervisor trust (β=-.29, p<.001) had negative effects on personal negative behaviors but organizational trust had no significant effect on personal negative behaviors.

Conclusion

To reduce the negative organizational behaviors of nurses, an organizational effort is needed to reduce procedural injustice by introducing fair organizational management and to reduce interactional injustice through formal or informal communication channels between supervisors and nurses.

Keywords: Organizational injustice, Trust, Negative behavior

Figures and Tables

Table 1
General Characteristics of Participants (N=502)
jkana-20-59-i001
Table 2
Descriptive Statistics of Study Variables (N=502)
jkana-20-59-i002
Table 3
Correlation among Study Variables (N=502)
jkana-20-59-i003
Table 4
Results of Multiple Regression Analysis (N=502)
jkana-20-59-i004
Table 5
Mediating Effect of Trust (N=502)
jkana-20-59-i005

Notes

This article is a condensed form of the first author's master's thesis from Kyung Hee University.

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