Evaluation of the opinions of healthcare professionals on the effect of perceived organizational justice and differences management on human resources efficiency: Case of public and private hospital

This research was carried out to determine the effect of perceived organizational justice and diversity management on human resource efficiency among health personnel. For this purpose, organizational justice, diversity management and human resources productivity scales were used in the study. In the research, organizational justice and diversity management represent the independent variable, and human resources productivity represents the dependent variable. The research type is descriptive-relation-seeking type of research. The study was carried out by reaching 437 people out of 2215 employees working actively in 3 public and 1 private hospitals located in a city center. In the analysis of the research, the SPSS package program and the AMOS application were used to verify the scale factors. According to the results of the study, it was seen that there were significant differences between the socio-demographic characteristics of the participants and organizational justice, diversity management and human resource efficiency. These differences are between organizational justice and gender, marital status, education level, title, institution and working style; between diversity management and gender, education level, title, institution and working style; human resources productivity and income status were determined between the variables of the institution and the working year in the institution. In line with the research data, a high and positive relationship between organizational justice and human resource efficiency; It was concluded that there is a moderate and positive relationship between diversity management and human resources productivity. As a result of the regression analysis between the variables, it was determined that perceived organizational justice and diversity management positively affected human resources productivity. Finally, it is thought that this study, which examines the effect of perceived organizational justice and diversity management on human resources productivity, will contribute to the domestic literature as it is a first in the health sector.