Date of Conferral

2022

Degree

Doctor of Public Administration (D.P.A)

School

Public Policy and Administration

Advisor

Victoria Landu-Adams

Abstract

Organizational justice influences employees’ citizenship behaviors and performance. Work environments characterized by unfair or unjust treatment are associated with low job commitment, dissatisfaction, demotivation, nonperformance, and high turnover. There was a need to explore the perception of variable justice in healthcare organizations grappling with a perennial shortage of skilled health professionals and high levels of turnover. In addition, reports of injustices in nonprofits in the health care sector made it challenging for the organizations to attract and retain volunteers. This qualitative exploratory study investigated how employees of the Mercy Clinic perceived fairness and how variable justice exists as part of the institution’s organizational behavior. The study was conducted among a sample of six employees from the clinic. Secondary data were collected from peer-reviewed articles, whereas primary data were collected from the participants using an open-ended interview prompt. The data were analyzed through content analysis to identify emerging themes. The findings showed that the participants associated the clinic with a justice and fairness and effective leadership. However, incidences of preferential treatment were reported especially in relation to hiring choices. As per the findings, the clinic’s leaders should hire competent workers who can perform their roles as expected and punish social loafers. Leaders of non-profit organizations should embrace fair decision making procedures to promote justice and inspire employees to continue providing services to the target underserved communities; thereby, promoting positive social change.

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