BACKGROUND Organizational justice is the first virtue in social institutions (J Manage 16:399-432, 1990). It is one of the most determinant factors for an effective utilization of human resources and an essential predictor of organizational success (J Manag Dev 28:457-477, 2009). Employees who perceive fairness are more likely happy with their job and less likely leave their organization (Int J Bus Manage 4:145-154, 2009). Perceived injustice, on the other hand, diminishes motivation of workers to accomplish their duties (Int J Bus Manage 4:145-154, 2009; J Educ Sci Univ Tabriz 2:27-34, 2009). Ethiopia has given emphasis to the expansion of health institutions and increasing the number of health professionals. Despite this, little emphasis has been given the human resource aspect of the health sector. Therefore, this study aims to investigate organizational justice perceptions and turnover intentions among healthcare workers in Amhara region. METHODS One hundred ninety seven healthcare workers participated in the study. Data were collected through self- report questionnaire and semi-structured interview. The quantitative data were analyzed through MANOVA, multiple regression, and independent samples t-test. The qualitative data were analyzed through thematic analysis. RESULTS The results of this study revealed that healthcare workers in the public hospitals held low perceived distributive, procedural, interpersonal and informational justice. Similarly, private hospitals healthcare workers had low perceptions on distributive and procedural justice. On the contrary, healthcare workers in private hospitals reported high perception of fairness on interpersonal and informational justice aspects. Both public and private hospital healthcare workers had high turnover intention. The result revealed significant difference in organizational justice perceptions between private and public hospital healthcare workers (F (4, 182) = 9.17; p < .05; partial η2 =. 168). Organizational justice dimensions (distributive, procedural, interpersonal and informational justice) significantly contributed an additional 9.9% variation in turnover intention (R 2 change = .099, F (4,170) = 4.86, p < .05). Distributive justice was the most important predictor of turnover intention (β = -.23, p < .05). CONCLUSION Organizational justice perceptions of healthcare workers significantly predicted turnover intention. Hence, organizational justice should be given due emphasis in designing and implementing policies and strategies of human resource management.

中文翻译：

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医院医护人员的组织公平感和离职意愿。


背景 组织正义是社会机构的首要美德（J Manage 16:399-432, 1990）。它是有效利用人力资源的最决定性因素之一，也是组织成功的重要预测因素（J Manag Dev 28:457-477, 2009）。感受到公平的员工更有可能对自己的工作感到满意，并且不太可能离开组织（Int J Bus Manage 4:145-154, 2009）。另一方面，感知到的不公正会削弱工人履行职责的积极性（Int J Bus Manage 4:145-154, 2009；J Educ Sci Univ Tabriz 2:27-34, 2009）。埃塞俄比亚重视扩大卫生机构和增加卫生专业人员的数量。尽管如此，卫生部门的人力资源方面却很少受到重视。因此，本研究旨在调查阿姆哈拉地区医护人员的组织公平感和离职意向。方法 197 名医护人员参与了这项研究。通过自我报告问卷和半结构化访谈收集数据。通过多元回归分析、多元回归和独立样本t检验对定量数据进行分析。通过主题分析对定性数据进行分析。结果 这项研究的结果显示，公立医院的医护人员对分配正义、程序正义、人际正义和信息正义的认知度较低。同样，私立医院的医护人员对分配正义和程序正义的认知度较低。相反，私立医院的医护人员对人际公平和信息正义方面的公平感较高。公立和私立医院医护人员的流动意愿均较高。 结果显示，私立医院和公立医院医护人员在组织公平感方面存在显着差异（F (4, 182) = 9.17；p < .05；部分 η2 =. 168）。组织正义维度（分配正义、程序正义、人际正义和信息正义）对离职意向产生了额外 9.9% 的显着影响（R 2 变化 = .099，F (4,170) = 4.86，p < .05）。分配公平是离职意愿最重要的预测因素（β = -.23, p < .05）。结论 医护人员的组织正义感显着预测离职意愿。因此，在制定和实施人力资源管理政策和战略时，应充分重视组织公正。