The Effect of Perceived Organizational Justice on Organizational Loyalty and Job Well-being With Mediating Role of Social Undermining and Moderating Role of Job Control in Employees of Ahwaz Golestan Hospital

The health and well-being of nurses and their commitment to their work environment can increase the quality of their performance and improve service delivery to clients. The aim of this study was to investigate the effect of perceived organizational justice on organizational loyalty and job well-being with mediating role of social undermining and moderating role of job control.
This study included 168 nurses of Golestan hospital and was conducted during year 2014. For data collection, organizational justice (Neihoff and Moorman), organizational loyalty (Ali and al-Kazemi), job well-being (Parker and Hyett), social undermining (Duffy, Gansetr and stripe) and job control (Dwyer and Ganster) questionairres were distributed among nurses and were collected after two weeks. For data analysis, structural equation modeling and regression analysis with AMOS-22 and SPSS-22 were used.
Based on the results, the final model had good fitness (RMSEA = 0.07¡CFI = 0.94¡ GFI = 0.90). The findings indicated that perceived organizational justice had an indirect effect on organizational loyalty and job well-being by mediating role of social undermining, while job control moderated the relationship between perceived organizational justice and social undermining.
Considering that environmental conditions can influence employee's perceptions, it is suggested for the hospital management to take steps for decreasing social undermining and increasing employees organizational loyalty and job well-being by providing opportunities for job control and increasing empowerment.