간호행정학회지 (Journal of Korean Academy of Nursing Administration)

  • 제20권1호
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  • Pages.59-68
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  • 2014
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  • 1225-9330(pISSN)
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  • 2288-4955(eISSN)
한국간호행정학회 (Korean Academy of Nursing Administration)
권호 표지
DOI QR코드

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조직불공정성이 조직원의 부정적 행동에 미치는 영향에 대한 연구: 신뢰의 매개효과를 중심으로

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

  • 전경국 (영남대학교 대학원 보건학과.선린대학교 무기시스템과)
  • Chun, Kyung Kook (Department of Public Health, Graduate School, Yeungnam University.Department of Weapon Systems, Sunlin College)
  • 투고 : 2013.11.07
  • 심사 : 2014.01.05
  • 발행 : 2014.01.31
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초록

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 (${\beta}$=-.48, p<.001) had the greatest negative effect on organizational trust, followed by interactional injustice(${\beta}$=-.15, p<.001) and distributive injustice(${\beta}$=-.14, p<.001). For supervisor trust, both procedural (${\beta}$=-.11, p=.006) and interactional (${\beta}$=-.63, p<.001) injustice had a negative effect. While supervisor trust (${\beta}$=-.28, p<.001) had greater negative effects on organizational negative behaviors of nurses compared to organizational trust (${\beta}$=-.21, p<.001), supervisor trust (${\beta}$=-.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.

키워드

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피인용 문헌

  1. An Empirical Study on Determinants of Organizational Justice vol.29, pp.3, 2014, https://doi.org/10.18398/kjlgas.2015.29.3.1