Katri Lönnqvist1, Mervi Flinkman2, Katri Vehviläinen-Julkunen1, Marko Elovainio3,4. 1. Faculty of Health Sciences, Department of Nursing Science, University of Eastern Finland, Kuopio, Finland. 2. Faculty of Medicine, Department of Nursing Science, University of Turku, Turku, Finland. 3. Faculty of Medicine, Department of Psychology and Logopedics, University of Helsinki, Helsinki, Finland. 4. Department of Social and Health Systems Research, National Institute for Health and Welfare, Helsinki, Finland.
Abstract
AIMS: This study aimed to describe and summarize research concerning organizational justice among registered nurses. BACKGROUND: Over the recent decades, a number of studies have explored organizational justice. Perceived high organizational justice among employees has been found to correlate with multiple beneficial outcomes, such as job satisfaction, commitment and improved physical and mental health. By contrast, low organizational justice is related to poor productivity, atmosphere at work, health and well-being. DESIGN: This study is a scoping review. DATA: Seven databases were used to search for peer-reviewed publications published between January 2015 and August 2019. REVIEW METHOD: This scoping review utilized Arksey and O'Malley's methodological framework. RESULTS: High organizational justice has been found to improve registered nurses' work-related outcomes, health and well-being. Low organizational justice has been linked to undesired work-related outcomes and health problems. CONCLUSION: Nurse managers play a key role in promoting organizational justice. Further research is needed to study the relationship between organizational justice and the quality of patient care and safety. There is need for longitudinal studies to understand the effects and nature of organizational justice in the nursing workforce.
AIMS: This study aimed to describe and summarize research concerning organizational justice among registered nurses. BACKGROUND: Over the recent decades, a number of studies have explored organizational justice. Perceived high organizational justice among employees has been found to correlate with multiple beneficial outcomes, such as job satisfaction, commitment and improved physical and mental health. By contrast, low organizational justice is related to poor productivity, atmosphere at work, health and well-being. DESIGN: This study is a scoping review. DATA: Seven databases were used to search for peer-reviewed publications published between January 2015 and August 2019. REVIEW METHOD: This scoping review utilized Arksey and O'Malley's methodological framework. RESULTS: High organizational justice has been found to improve registered nurses' work-related outcomes, health and well-being. Low organizational justice has been linked to undesired work-related outcomes and health problems. CONCLUSION: Nurse managers play a key role in promoting organizational justice. Further research is needed to study the relationship between organizational justice and the quality of patient care and safety. There is need for longitudinal studies to understand the effects and nature of organizational justice in the nursing workforce.