Effects of Career Management and Organizational Justice on Job Rotation Attitude among Hospital Nurses

Abstract

Purpose: The purpose of this study was to identify the relationship between career management, organizational justice, and job rotation attitude among tertiary hospital nurses. Methods: A cross-sectional descriptive design was used. The participants were 195 nurses with more than one year of experience working at tertiary care hospitals. Data was collected with self-reported questionnaires from April to May 2018. Data was analyzed using SPSS Statistics version 25.0 for windows including descriptive statistics, bivariate analysis, and multiple regression analysis. Results: The mean score of career management of participants was 3.14±0.49 (range 1~5), organizational justice was 2.95±0.53 (range 1~5), and job rotation attitude was 4.02±0.97 (range 1~7). There were significant positive correlations among the participants' career management, organizational justice, and job rotation attitude. 37% of job rotation attitude was explained by position, organizational justice, career management, and the frequency of job rotation experience in the regression model. Conclusion: This study provided the empirical evidence that it is necessary to improve the perception of organizational justice, and to establish a systematic job rotation in order for nurses to positively recognize job rotation.