Work Gets Unfair for the Depressed: Cross-Lagged Relations Between Organizational Justice Perceptions and Depressive Symptoms
Work Gets Unfair for the Depressed: Cross-Lagged Relations Between Organizational Justice Perceptions and Depressive Symptoms
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DOI：
10.1037/a0022463
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发表时间：
2011-05-01
影响因子：
9.9
通讯作者：
Adler, Amy B.
中科院分区：
文献类型：
--
作者：
Lang, Jessica;Bliese, Paul D.;Adler, Amy B.
组织公正文献一直记录了组织公正和员工抑郁之间的实质性相关性。现有的理论文献表明，这种关系的发生，因为组织（不）正义的看法导致随后的心理健康问题。最近的研究正义感的情感性质的基础上，在本研究中，我们扩大了这一观点，认为也有一个相反的效果，即心理健康问题影响组织正义感的理论论据。为了对比这两种理论观点，我们测试了组织公平感之间的纵向滞后效应（即，分配公平、干预公平、人际公平、信息公平和程序公平）与员工抑郁症状之间的关系。3个样本从不同的军事背景（N-1 = 625，N-2 = 134，N-3 = 550）的分析显示，抑郁症状导致随后的组织正义感的证据。相反，组织公正感对抑郁症状的影响并不显著。研究结果对心理健康和组织公平感的理论观点具有广泛的影响。
The organizational justice literature has consistently documented substantial correlations between organizational justice and employee depression. Existing theoretical literature suggests this relationship occurs because perceptions of organizational (in)justice lead to subsequent psychological health problems. Building on recent research on the affective nature of justice perceptions, in the present research we broaden this perspective by arguing there are also theoretical arguments for a reverse effect whereby psychological health problems influence perceptions of organizational justice. To contrast both theoretical perspectives, we test longitudinal lagged effects between organizational justice perceptions (i.e., distributive justice, interactional justice, interpersonal justice, informational justice, and procedural justice) and employee depressive symptoms using structural equation modeling. Analyses of 3 samples from different military contexts (N-1 = 625, N-2 = 134, N-3 = 550) revealed evidence of depressive symptoms leading to subsequent organizational justice perceptions. In contrast, the opposite effects of organizational justice perceptions on depressive symptoms were not significant for any of the justice dimensions. The findings have broad implications for theoretical perspectives on psychological health and organizational justice perceptions.