Table 7.
Results of structural equation modeling
| 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 | |||
Note. ** p < .01, χ 2 / d.f. = 2.62, GFI = .94, AGFI = .89, NFI = .91, RMSR = .029