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American Journal of Nursing Research. 2015, 3(3), 59-67
DOI: 10.12691/ajnr-3-3-3
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Relationship between Multiple Dimensions of Organizational Justice and Turnover Intention among Staff Nurses

Aziza Zakaria Farmawy Ali1, and Shaimaa Mohamed Nageeb2

1Nursing Administration, Faculty of Nursing, Benha University, Egypt

2Mental Health Nursing, Faculty of Nursing, Zagazig University, Egypt

Pub. Date: January 07, 2016

Cite this paper:
Aziza Zakaria Farmawy Ali and Shaimaa Mohamed Nageeb. Relationship between Multiple Dimensions of Organizational Justice and Turnover Intention among Staff Nurses. American Journal of Nursing Research. 2015; 3(3):59-67. doi: 10.12691/ajnr-3-3-3


Background: Turnover intention not only causes staff loss but also it is a major reason behind the loss of organizational productivity. It causes staff instability, reduces organizational efficiency, and therefore, imposes heavy financial burdens on organizations. Therefore, promotion of organizational justice can reduce nurses’ turnover intention, actual turnover, and turnover-related costs. Aim of the study: The aim of this study was to assess relationship between multiple dimensions of organizational justice and turnover intention among staff nurses. Research Design: A descriptive correlational design was utilized to achieve the aim of the current study. Study Setting: The study conducted in the medical and critical care units in the medical building at Benha university hospital, Egypt. Study subjects included 265 out from 715 staff nurses. Tools of data collection: Two tools utilized; namely, Organizational justice scale and Turnover Intentions Scale. Results: There was more than four fifths of the studied nurses (89%) had low perception of procedural justice. While (88%, 88% and 80%) had low perception of distributive justice, interactional justice and informational justice dimension respectively and that more than two third of the studied nurses (68%) had high level of turnover intention. While less than, one-fifth of them (19%) had moderate level of turnover intention. In addition, only (14%) had low level of turnover intention. Conclusion: The study concluded that there was highly statistically significant negative correlation between total organizational justice and total turnover intention level. Recommendations: Future studies are recommended to carry out by considering other factors like organizations’ policies, violation of psychological contracts, which also may affect personnel’s turnover intention.

Multiple dimensions Organizational justice Staff nurses Turnover intention

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