Organizational justice:: Evidence of a new psychosocial predictor of health
Organizational justice:: Evidence of a new psychosocial predictor of health
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DOI：
10.2105/ajph.92.1.105
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发表时间：
2002-01-01
影响因子：
12.7
通讯作者：
Vahtera, J
中科院分区：
文献类型：
--
作者：
Elovainio, M;Kivimäki, M;Vahtera, J
目标。本研究考察了决策程序公平性和人际关系公平性对健康的心理社会预测作用。在506名男性和3570名女性医院员工中，年龄在19岁到63岁之间的506名男性和3570名女性员工中，采用回归分析的方法考察了自我评价的健康水平、轻微精神障碍和因病缺勤记录之间的关系。结果，自我评价较差的健康状况和轻微精神障碍与低水平和高水平的公平感相关的优势比介于1.7到2.4之间。认为司法公正低的人因病缺勤率比认为司法公正高的人高1.2至1.9倍。在对行为风险、工作量、工作控制和社会支持进行调整后，这些关联仍然显著。低组织公正感是对员工健康的一种风险。
Objectives. This study examined the justice of decision-making procedures and interpersonal relations as a psychosocial predictor of health.Methods. Regression analyses were used to examine the relationship between levels of perceived justice and self-rated health, minor psychiatric disorders, and recorded absences due to sickness in a cohort of 506 male and 3570 female hospital employees aged 19 to 63 years.Results, The odds ratios of poor seif-rated health and minor psychiatric disorders associated with low vs high levels of perceived justice ranged from 1.7 to 2.4. The rates of absence due to sickness among those perceiving low justice were 1.2 to 1.9 times higher than among those perceiving high justice. These associations remained significant after adjustment for behavioral risks, workload, job control, and social support.Conclusions. Low organizational justice is a risk to the health of employees.