A Study on the Relationship between Organizational Justice and Impartiality in Private Hospitals
Journal Title: Hacettepe Sağlık İdaresi Dergisi - Year 2018, Vol 21, Issue 4
Abstract
Organizational justice and impartiality also positively affect the performance of employees along with their motivation. In order to achieve corporate goals and accomplish the purposes of the organization, business managers need correctly to manage the perception of impartiality as well as their perception of justice both for themselves and for their approaches and practices. In the literature, although there are many studies about organizational justice, there is no study proving the relationship between organizational justice and impartiality. This is a cross-sectional survey of employees working in private hospitals to determine the impact of the impartiality principle on organizational justice. Organizational justice considered as three dimensions and impartiality as two dimensions and the relationship between dimensions was tried to be dealt with. The analysis of the data was done with the SPSS 13.00 program and was conducted with 95% confidence level and 5% tolerance. In the study Spearman correlation test which is one of the nonparametric test techniques were used to investigate the relationship between dimensions. Besides, multiple regression analysis was performed between dimensions in the scale. The study included 159 private hospitals in Istanbul. Sample selection method was used in the study. According to this, questionnaire surveys were conducted on 460 employees from a total of 16 private hospitals. In accordance with the results of the correlation analysis, statistically significant and positive relations which have very low, low and medium strength was found between dimensions of organizational justice and impartiality. According to the results of regression analysis conducted to determine the effect of impartiality on organizational justice; impartiality effected interactional justice (F= 35.41, p= 0.000), distributive justice (F= 37.781, p= 0.000) and procedural justice (F= 6.255, p= 0.000) at the significant level. 13.3% of interactional justice (F= 35.141; p=0.000), 14.2% of distributive justice (F= 37.781; p= 0.000), and 2.7% of procedural justice (F= 6.255; p= 0.000) are explained by impartiality. The hospital employees generally exhibited a positive approach to the justice dimensions, but they exhibited a negative approach in the dimension of impartiality. In the study, it emerged that being neutral in attitudes and behaviors towards the employees of managers were found to be the positive effect to fair of managers.
Authors and Affiliations
Burhanettin UYSAL, Metin Ateş
Keywords
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