Skip to main content

Table 7 Results of structural equation modeling

From: Organizational justice, trust, and identification and their effects on organizational commitment in hospital nursing staff

Parameter estimates among latent variables
Path Path name Path coefficient t-Value
Organizational Justice (ξ1) → Organizational Trust (η1) (H1) γ11 0.49 10.77**
Organizational Justice (ξ1) → Organizational Identification (η2) (H2) γ21 0.58 27.22**
Organizational Trust (η1) → Organizational Commitment (η3) (H3) β31 0.62 32.35**
Organizational Identification (η2) → Organizational Commitment (η3) (H4) β32 0.53 16.73**
Parameter estimates among latent variables and manifest variables
Path Path name Path coefficient t-Value
Organizational Justice (ξ1) → Distributive justice (x1) λ1 0.56 21.12**
Organizational Justice (ξ1) → Procedural justice (x2) λ2 0.50 11.29**
Organizational Justice (ξ1) → Interactional justice (x3) λ3 0.43 6.81**
Organizational Trust (η1) → Hospital trust (y1) λ4 0.57 23.03**
Organizational Trust (η1) → Supervisory trust (y2) λ5 0.54 18.21**
Organizational Trust (η1) → Co-worker trust (y3) λ6 0.52 14.41**
Organizational Identification (η2) → Attractive identification (y4) λ7 0.59 29.94**
Organizational Identification (η2) → Correlative identification (y5) λ8 0.46 9.03**
Organizational Commitment (η3) → Affective commitment (y6) λ9 0.67 36.81**
Organizational Commitment (η3) → Continuance commitment (y7) λ10 0.55 19.12**
Organizational Commitment (η3) → Normative commitment (y8) λ11 0.51 13.02**
Direct effect, indirect effect, and total effect among latent variables
Independent variable Dependent variable Direct effect Indirect effect Total effect
Organizational justice     
  Organizational Trust 0.49 0 0.49
  Organizational Identification 0.58 0 0.58
  Organizational Commitment 0 0.61 0.61
Organizational trust     
  Organizational Commitment 0.62 0 0.62
Organizational identification     
  Organizational Commitment 0.53 0 0.53
Results of all the hypotheses and sub-hypotheses
Hypothesis and sub-Hypothesis Result
Hypothesis 1: Nurses’ organizational justice has a significant positive effect on organizational trust. Confirmed
Hypothesis 1-1: Nurses’ distributive justice has a significant positive effect on organizational trust. Confirmed
Hypothesis 1-2: Nurses’ procedural justice has a significant positive effect on organizational trust. Confirmed
Hypothesis 1-3: Nurses’ interactional justice has a significant positive effect on organizational trust. Confirmed
Hypothesis 2: Nurses’ organizational justice has a significant positive effect on organizational identification. Confirmed
Hypothesis 2-1: Nurses’ distributive justice has a significant positive effect on organizational identification. Confirmed
Hypothesis 2-2: Nurses’ procedural justice has a significant positive effect on organizational identification. Confirmed
Hypothesis 2-3: Nurses’ interactional justice has a significant positive effect on organizational identification. Confirmed
Hypothesis 3: Nurses’ organizational trust has a significant positive effect on organizational commitment. Confirmed
Hypothesis 3-1: Nurses’ hospital trust has a significant positive effect on organizational commitment. Confirmed
Hypothesis 3-2: Nurses’ supervisory trust has a significant positive effect on organizational commitment. Confirmed
Hypothesis 3-3: Nurses’ co-worker trust has a significant positive effect on organizational commitment. Confirmed
Hypothesis 4: Nurses’ organizational identification has a significant positive effect on organizational commitment. Confirmed
Hypothesis 4-1: Nurses’ attractive identification has a significant positive effect on organizational commitment. Confirmed
Hypothesis 4-2: Nurses’ correlative identification has a significant positive effect on organizational commitment. Confirmed
  1. Note. ** p < .01, χ2 / d.f. = 2.62, GFI = .94, AGFI = .89, NFI = .91, RMSR = .029