Research on the Relationship between Organization Culture and Its Justice in the Health Profession
Mots-clés :
organizational behavior, organizational culture, organizational justice, human resources management, employee perceptionRésumé
To realize the potential benefits from looking at the relationship between an organization’s culture and its justice in the health profession, inputs need to be decided up and then measured. While various inputs could be considered, the people who work within the organization, the human assets are perhaps the most essential factor to consider even though this element is capricious. Examination into the relationship under study recognizes that an organization’s culture, along with its internal justice is two components that empower representative fulfillment. Upon recognizing this, exploration has been underway in these territories as two separate fields of study which have produced few results. Therefore, the interrelation between culture and justice remains obscure, particularly in the ways these two impact each other in the machinations of the organization. One study produced some data by using a cross-section of 223 wellbeing laborers at a Malatya, Turkey open clinic. The study explored connections between culture and justice within the organization from May 2016 to June 2016. With twenty being the highest score possible in this particular study, the mean score for the organization’s culture was 11.4 – 2.3 and their justice mean score was 14.0 – 4.8. Relationship examination demonstrated all areas of the organization’s culture had measurably critical positive relationships with areas of the organization’s justice (0.434 – r – 0.636), except for the force space. The study found a positive relationship between the justice scores and the scores of general society. However, connections between them are moderate, indicating different elements can greatly impact final determinations. This finding suggests that even though it might be helpful for supervisors to use hierarchical society as a way to measure or modify the culture within their organization, this measurement or comparison should not be overly depended upon.
