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The relationship between organizational justice and workplace aggression
Isabelle St-Pierre1, Dave Holmes
1Faculty of Health Sciences, School of Nursing, University of Ottawa, Ontario, Canada. i.stpierre@sympatico.ca
Journal of Advanced Nursing
|March 27, 2010
Summary
Organizational justice is crucial for preventing workplace aggression. Perceived injustice can lead employees to retaliate, impacting trust and ethical practice in healthcare settings.
Area of Science:
- Organizational Behavior
- Healthcare Management
- Biomedical Ethics
Background:
- Managers play a key role in fostering organizational justice and trust.
- Perceived injustice can provoke employee rebellion and retaliatory behaviors.
- Changes in the healthcare environment challenge managers' ability to maintain a just culture.
Purpose of the Study:
- To explore the relationship between organizational justice and workplace aggression.
- To examine the implications of perceived injustice in healthcare settings.
- To underscore the ethical imperative of justice, equity, and fairness in professional practice.
Main Methods:
- Comprehensive literature review of publications in English and French (1960s-2009).
- Inclusion of books and journal articles from major bibliographic databases.
- Databases searched include CINAHL, Current Content, EMBASE, Medline, PsycINFO, and Web of Science.
Main Results:
- Perceived injustice can lead employees to seek retribution.
- Failure to consider justice perceptions can undermine organizational change initiatives.
- Organizational justice influences outcomes like respect and trust.
Conclusions:
- Challenging working conditions impact nursing managers' ability to promote justice.
- Managers may themselves experience organizational injustice.
- Upholding principles of justice, equity, and fairness is essential for ethical nursing practice and adherence to professional codes.
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