Organizational Justice and Workplace Bullying: The Experience of Nurses

Hind Abdullah Mohamed¹, Manal Zeinhom Ahmed Higazee^2, and Sohier Goda³

¹Lecturer of Nursing Administration, Faculty of Nursing, Port Said University, Port Said, Egypt

²Associate Professor of Nursing Management, Faculty of Nursing, Menoufia University, Menofia, Egypt

³Associate Professor of Psychiatric and Mental Health Nursing, Faculty of Nursing, Port Said University, Port Said, Egypt

Cite this paper:
Hind Abdullah Mohamed, Manal Zeinhom Ahmed Higazee and Sohier Goda. Organizational Justice and Workplace Bullying: The Experience of Nurses. American Journal of Nursing Research. 2018; 6(4):208-213. doi: 10.12691/ajnr-6-4-9

Abstract

Background: Maintaining highly motivated nurses - who are committed to health care organizations - is one of the greatest challenges today. Organizational justice is a crucial indicator of successful organizations. Nurses of health care organizations that are fair in their procedures, policies, and distribution systems provide better reactions to their organizations in terms of positive behaviors and better quality of patients' outcomes. Aim: The aim of this study was to examine the relationship between organizational justice and workplace bullying among nurses. Methods: A quantitative descriptive correlational research design was used to examine the relationship between organizational justice and workplace bullying among nurses. A sample of 163 nurses was recruited from different departments at one of the university hospitals in Demiatte Governorate, Egypt. Colquitt's Organizational Justice Scale was used to measure perception of organizational justice, and Negative Acts Questionnaire-Revised (NAQ-R) to measure workplace bullying among nurses. Results: Nurses had moderate level of perceived organizational justice and mild level of bullying at workplace during the last six months (61.98, 39.88) respectively. A significant relationship between organizational justice and: gender (.008), marital status (.045), educational level (.002), and years of experience (.008) were found. Only educational level (0.54) was significantly correlated to workplace bullying. A statistically significant negative correlation between workplace bullying and organizational justice (-.119) was identified too. Conclusion: Nurse managers should create a healthy and cooperative work environment that is characterized by shared decision making and justice in all daily activities.

Keywords:
health care organizations nurses organizational justice workplace bullying

This work is licensed under a Creative Commons Attribution 4.0 International License. To view a copy of this license, visit http://creativecommons.org/licenses/by/4.0/

References:

[1]	Bidarian, S., Jafari, P. (2012). The relationship between organizational justice and organizational trust. Procedia Social and Behavioral Science, 47: 1622-1626.
[2]	Jafari, P. Bidarian, S. (2012). The relationship between organizational justice and organizational citizenship behavior. Procedia Social and Behavioral Sciences; 47:1815-1820.
[3]	Chiou, ST, Chiang JH, Huang N, Wu CH, Chien LY. (2013). Health issues among nurses in Taiwanese hospitals: National survey. International Journal of Nursing Studies; 50 (10): 1377-1384.
[4]	Mathur S., Padmakumari. (2013): Organizational Justice and Organizational Citizenship Behavior among Store Executives. Human Resource Management Research 3(4): 124-149.
[5]	Elanain, H.M.A. (2009), Job characteristics, work attitudes and behaviors in a non-western context: Distributive justice as a mediator, Journal of Management Development, 28(5), 457-477.
[6]	Lotfi ,M. and Pour, M. .(2013). The relationship between organizational justice and job satisfaction among the employees of Tehran Payame Noor University. Procedia - Social and Behavioral Sciences; 93 (10) 2073-2079.
[7]	Lambert EG, Hogan NL, Griffin ML. (2007). The impact of distribu¬tive and procedural justice on correctional staff job stress, job satisfaction, and organizational commitment. Journal of Crime Justice; 35(6): 644-656.
[8]	Al-zu bi, H. (2010).A Study of Relationship between Organizational Justice and Job Satisfaction. International Journal of Business and Management, 5 (12), 102-109.
[9]	Colquitt, J. A. (2001). On the dimensionality of organizational justice: A construct validation of a measure. Journal of Applied Psychology; 86, (3): 386-400.
[10]	Kim, H. (2009). “Integrating Organizational Justice into the Relationship Management Theory” .Retrieved from [Online] Available: http://www.allacademic.com.
[11]	Kariker, J. & Williams, M. (2009). Organizational justice and organizational citizenship behavior: A mediated multifoci model. Journal of Management, 35, 112-135.
[12]	Dietz J., Robinson S. L., Folger, R., Baron, R. A., & Schulz, M. (2003). The impact of community violence and organizational procedural justice climate on workplace aggression. Academy of Management Journal, 46(3), 17-26.
[13]	Martinson, B.., Anderson, M.., Crain, A.. and De Vries, R. (2006) Scientists’ Perceptions of Organizational Justice and Self-Reported Misbehaviors. Journal of Empirical Research and Human Research Ethics, 1, 51-66.
[14]	Seyyed, J., Farahi, M., Taheri A. (2008).Understanding the impact of organizational justice dimensions on different aspects of job and organizational satisfaction. Journal of Management, 1(1), 55-70.
[15]	Johnson, S.L. (2009). International perspectives on workplace bullying among nurses: a review. International Nursing Review; 56: 34-40.
[16]	Berry, P., Gillespie,G., Gates, D., & Schafer, J. (2012). Novice nurse Productivity Following Workplace Bullying. Journal of Nursing Scholarship, 44(1): 80-87.
[17]	American Nurses Association Code of Ethics for Nurses (ANA). (2012). Bullying in the workplace. Reversing a culture, Silver Spring, MD: Nursesbooks.org.
[18]	Institute for Safe Medication Practices (ISMP). (2004). Intimidation: Practitioners speak up about this unresolved problem. Retrieved July 20, 2017, from http://www.ismp.org/Survey/surveyresults/Survey0311.asp
[19]	Salin, D. (2003). Ways of explaining workplace bullying: A review of enabling, motivating, and precipitating structures and processes in the work environment. Human Relations; 56: 1213-1232.
[20]	Yildirim, D. (2009). Bullying among nurses and its effects. International Nursing Review; 56: 504-511.
[21]	Askew, D., schluter, P.,&Dick, M. (2013).Workplace Bullying –What`s it got to do with general practice? AustFam Physician, 42: 186-188.
[22]	Ayalew, Z. &Dubey, R. (2017). Examining the relationships between organizational justice perception and work place stress of nurses and correctional officers of Ambo town, Ethiopia. Imperial Journal of Interdisciplinary Research, l-3, (7): 392-395.
[23]	Umar, M. P. & Shahzad, K. (2017). Workplace bullying on deviant work behavior among nurses in Pakistan: Mediating role of interpersonal conflict. Pakistan Business Review; January: 887-903.
[24]	Jones, D. (2004). Counterproductive work behavior toward supervisors & organizations: Injustice, revenge, & context. Paper presented at the annual meeting of the Academy of Management Conference on Organizational Behavior, New Orleans, LA.
[25]	Einarsen, S., Hoel, H., (2001). The negative acts questionnaire: development, validation, and revision of a measure of bullying at work. In: 10Th Annual Congress of Work and Occupational Psychology, Prague, Czech Republic.
[26]	Eisele, P. (2016). Organizational justice and workplace bullying: validating two instruments and testing their joined relation with wellbeing. International Journal of Business and Social Science; 7(12): 167-176.
[27]	Mehdad, A., & Nezhad, A.V. (2014). Relationship between perceived organizational injustice, perceived job stress and cyber bullying: A test of mediation. International Journal of Psychology and Behavioral Research; 3(5): 374-385.
[28]	Seyrek, H., Ekici, D. (2017). Nurses’ perception of organizational justice and its effect on bullying behavior in the Hospitals of Turkey. Hospital Practices and Research; 2(3): 72-78.
[29]	Eriksen, W. & Einarsen, S. (2004). Gender minority as a risk factor of exposure to bullying at work: The case of male assistant nurses. European Journal of Work and Organizational Psychology; 13(4), 473-492.
[30]	Mourssi-Alfash, M. F. (2014). Workplace bullying and its influence on the perception of organizational justice and organizational citizenship behavior in higher education. Retrieved from: https://search.proquest.com/openview/a499f993ccc9a422480ffb9408a8b077/1?pq-origsite=gscholar&cbl=18750&diss=y. 3615122.
[31]	Carter, M., Thompson, N., Crampton, P., et al. (2013). Workplace bullying in the UK NHS: a questionnaire and interview study on prevalence, impact and barriers to reporting. BMJ Open; 3: e002628.
[32]	Roche, M. A., Diers, D., Duffield, C., &Catling-Paull, C. J. (2010).Violence toward nurses, the work environment, and patient outcomes. Journal of Nursing Scholarship; 42(1), 13-22.
[33]	Magnavita, N. & Heponiemi, T. (2011). Workplace violence against nursing students and nurses: An Italian experience. Journal of Nursing Scholarship; 43 (2): 203-210.
[34]	Olsen, E., Bjaalid, G., &Mikkelsen, A. (2017). Work climate and the mediating role of workplace bullying related to job performance, job satisfaction, and work ability: A study among hospital nurses. Journal of Advanced Nursing; 73: 2709-2719.
[35]	Laschinger, H K. S., Wong, C. A., & Grau, A. L. (2012). The influence of authentic leadership on newly graduated nurses 'experiences of workplace bullying, burnout and retention outcomes: A cross-sectional study. International Journal of Nursing Studies; 49: 1266-1276.
[36]	Ikyanyon, D. N. (2013).Workplace bullying, job satisfaction and job performance among employees in a federal hospital in Nigeria. European Journal of Business and Management; 5, (23): 116-124.