Effects of trust in nurse managers, organizational justice, support from nurse managers and support from colleagues on the organizational commitment of mid-career nurses working at hospitals in Tokyo -A survey conducted during the COVID-19 pandemic-

Abstract

Objective：To clarify the effects of trust in nurse managers, organizational justice, support from nurse managers, and support from colleagues on the organizational commitment of mid-career nurses working at regular hospitals in Tokyo, which has a high rate of COVID-19 infection, and to find ways to strengthen the organizational commitment of mid-career nurses.

Methods：We conducted an anonymous self-administered questionnaire survey of 629 mid-career nurses working at general wards of 19 general hospitals with 200 or more beds in Tokyo. Using structural equation modeling, the survey investigated the effects of trust in one's immediate nurse manager; organizational justice, including procedural justice, distributive justice, interpersonal justice, and informational justice; support from one's immediate nurse manager; and support from colleagues on organizational commitment.

Results：Two hundred and forty-nine responses were received, of which 222 were valid (valid response rate, 32.1%). Results showed that organizational commitment was affected by "Procedural justice," "Distributive justice," and "Support from colleagues."

Conclusions：The organizational commitment of mid-career nurses might be improved by explaining the process of their role assignment and salary evaluation; by appropriately evaluating their contribution to work; and by creating an environment which encourages respect among colleagues.