Perceptions and experiences of organizational justice among healthcare professionals in academic hospitals in South-eastern Nigeria
Bibliographic record
Abstract
Abstract Background Research on organizational justice in hospitals in African countries are limited despite being important for workforce performance and hospital operational efficiency. This paper investigated perception and experiences of organizational justice among health professionals in academic hospitals in South-east Nigeria. Methods The study was conducted in two teaching hospitals in Enugu State, South-east Nigeria using mixed-methods design. Randomly sampled 360 health professionals (doctors = 105, nurses = 200 and allied health professionals, AHPs = 55) completed an organizational justice (OJ) scale. Additionally, semi-structured, in-depth interview (IDI) with purposively selected 18 health professionals were conducted. Univariate and bivariate statistics and multivariable linear regression were used to analyse quantitative data. Statistical significance was set at alpha 0.05 level. Qualitative data were analysed thematically using NVivo 11 software. Results The findings revealed moderate to high perception of different dimensions of OJ. Doctors showed the highest perception, whereas AHPs had the least perception. Among doctors, age and education predicted distributive justice (adjusted R 2 = 22%); hospital ownership and education predicted procedural justice (adjusted R 2 = 17%); and hospital ownership predicted interactional justice (adjusted R 2 = 42%). Among nurses, age, gender and marital status predicted distributive justice (adjusted R 2 = 41%); hospital ownership, age and gender predicted procedural justice (adjusted R 2 = 28%); and hospital ownership, age, marital status and tenure predicted interactional justice (R 2 = 35%). Among AHPs, marital status predicted distributive justice (adjusted R 2 = 5%), while hospital ownership and tenure predicted interactional justice (adjusted R 2 =15%). Qualitative findings indicate that nurses and AHPs perceive as unfair, differences in pay, access to hospital resources, training, work schedule, participation in decision making and enforcement of policies between doctors and other health professionals due to medical dominance. Overall, supervisors have a culture of limited information sharing with, and disrespectful treatment of, their junior colleagues. Conclusion Addressing specific set of socio-demographic factors that significantly influenced perception of OJ among different categories of health professionals and departure from physician-centred culture would improve perceptions and experiences of organizational justice among health professionals in Nigeria and similar settings.
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How this classification was reachedexpand
Full frame machine prediction
Teacher imitationNot calibrated prevalence, not ground truth. Human validation pending. The Gemma side is a direct model label for every work in the frame, read from the title-only record. The Codex side is a classifier learned from the 10,348 direct Codex labels and calibrated to design-weighted sample rates; fields without enough sample support carry no Codex call. Candidate is the union of the two sides; consensus is their intersection. These outputs are machine_predicted_unvalidated and are not human labels.
Distilled classifier scores by category (both heads)
| Category | Codex | Gemma |
|---|---|---|
| Metaresearch | 0.002 | 0.005 |
| Meta-epidemiology (narrow) | 0.000 | 0.000 |
| Meta-epidemiology (broad) | 0.000 | 0.000 |
| Bibliometrics | 0.001 | 0.001 |
| Science and technology studies | 0.003 | 0.002 |
| Scholarly communication | 0.002 | 0.001 |
| Open science | 0.000 | 0.002 |
| Research integrity | 0.001 | 0.001 |
| Insufficient payload (model declined to judge) | 0.002 | 0.000 |
Machine scores (provisional)
The two teacher heads of the student model, read on this work. A score orders the frame for review; it never asserts a category, and the validation status ships verbatim with every row.
Baseline scores from an immature model (maturity gate not passed, 7 training rounds). Scores rank; they never assert a category.
score_only:v0-immature-baseline · verbatim from the scoring run: score_only means the number may rank works, and no category label ships from itClassification
machine, unvalidatedMachine predicted; a candidate call from one source (direct Gemma or distilled Codex), not a consensus.
How this classification was reached, model by model and score by score, is at the end of the page under "How this classification was reached".