Mediating role of organizational justice in quality of work-life and role-based performance among hospital employees: Cross-sectional research.

Abstract

Background: Role-based performance in an organization's workforce is essential to its sustainability. Hence, this study aimed to examine the mediating role of organizational justice in the quality of work-life and role-based performance among hospital employees.

Materials and methods: A cross-sectional design was adopted, and the research data were gathered from Adventist hospitals in Southwestern Nigeria using a multistage sampling technique in 2024. A sample of 303 employees responded to the research questionnaire, which included the quality of work-life scale, role-based performance scale, and organizational justice scale. Correlation tests, simple and multiple linear regression analyses, and Sobel tests were adopted as statistical techniques, with SPSS version 23 for Windows and an online Sobel test calculator applied in the data analyses. A significance level of 0.05 was considered.

Results: Work-life quality significantly and positively predicted role-based performance (_usβ =0.47, _sβ =0.50 t = 9.88; P < .01). In addition, organizational justice significantly and positively predicted role-based performance (_usβ =.47, _sβ =.50, t = 9.88, P < .01). When organizational justice was joined with quality of work-life as a mediator in predicting role-based performance, there was an increase in the variance contributed to role-based performance from 32% to 38% (R²=.32; ΔR²=.06). The Sobel test result indicated that organizational justice indeed mediated the relationship between work-life quality and role-based performance (Z = 2.35, SE =.05, P < .05).

Conclusion: The study concluded that excellent quality of work-life and organizational justice result in increased role-based performance and productivity.