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Marko Elovainio - One of the best experts on this subject based on the ideXlab platform.
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Organizational Justice among registered nurses a scoping review
WOS, 2021Co-Authors: Katri Lonnqvist, Marko Elovainio, Mervi Flinkman, Katri VehvilainenjulkunenAbstract:Aims This study aimed to describe and summarize research concerning Organizational Justice among registered nurses. Background Over the recent decades, a number of studies have explored Organizational Justice. Perceived high Organizational Justice among employees has been found to correlate with multiple beneficial outcomes, such as job satisfaction, commitment and improved physical and mental health. By contrast, low Organizational Justice is related to poor productivity, atmosphere at work, health and well-being. Design This study is a scoping review. Data Seven databases were used to search for peer-reviewed publications published between January 2015 and August 2019. Review method This scoping review utilized Arksey and O'Malley's methodological framework. Results High Organizational Justice has been found to improve registered nurses' work-related outcomes, health and well-being. Low Organizational Justice has been linked to undesired work-related outcomes and health problems. Conclusion Nurse managers play a key role in promoting Organizational Justice. Further research is needed to study the relationship between Organizational Justice and the quality of patient care and safety. There is need for longitudinal studies to understand the effects and nature of Organizational Justice in the nursing workforce.
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does Organizational Justice modify the association between job involvement and retirement intentions of nurses in finland
WOS, 2016Co-Authors: Juhani Sulander, Marko Elovainio, Tarja Heponiemi, Timo Sinervo, Klaus Helkama, Annamari AaltoAbstract:Given the growing aging population in Finland, retaining health staff to care for them is important. In an exploration of predictors of quitting before the typical retirement age, which ranges from 63 to 68 years in Finland, we examined whether Organizational Justice moderated the association between job involvement and retirement intentions among nurses 50 years and over. The sample was 446 nurses (70% practical nurses) working in 134 assisted living facilities providing 24-hour care for older residents in Finland. Job involvement was measured with the Job Involvement Questionnaire, and Organizational Justice with a scale that tapped its three dimensions: distributive Justice, procedural Justice, and interactional Justice. In covariance analyses, low Organizational Justice and low job involvement were associated with a higher likelihood of retirement intention. Both interactional Justice and procedural Justice moderated the association of job involvement with retirement intentions. Among nurses with low job involvement, those who experienced unjust treatment, that is, low interactional Justice, and evaluated Organizational procedures as unjust had significantly stronger retirement intentions than nurses with high levels of interactional and procedural Justice. Distributive Justice was associated with retirement intentions in both high and low job-involved respondents. Organizational Justice may act as a buffer against retirement intention as one consequence of nurses' low job involvement. © 2016 Wiley Periodicals, Inc.
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Organizational Justice and disability pension from all causes depression and musculoskeletal diseases a finnish cohort study of public sector employees
WOS, 2016Co-Authors: Anne Juvani, Marko Elovainio, Mika Kivimaki, Marianna Virtanen, Paula Salo, Tuula Oksanen, Jaana Pentti, Jussi VahteraAbstract:Objectives Work-related stress has been linked to increased risk of disability pensioning, but the association between perceived Justice of managerial behavior and decision-making processes at the workplace (ie, Organizational Justice) and risk of disability pensioning remains unknown. We examined the associations of Organizational Justice and its relational and procedural components with all-cause and diagnosis-specific disability pensions with repeated measures of Justice. Methods Data from 24 895 employees responding to repeated surveys on Organizational Justice in 2000–2002 and 2004 were linked to the records of a national register for disability pensions from 2005–2011. Associations of long-term Organizational Justice (average score from two surveys) with disability pensions were studied with Cox proportional hazard regression adjusted for demographics, socioeconomic status, baseline health and health risk behavior, stratified by sex. Results During a mean follow-up of 6.4 years, 1658 (7%) employees were granted disability pension (282 due to depression; 816 due to musculoskeletal diseases). Higher Organizational Justice was associated with a lower risk of disability pensioning [hazard ratio (HR) per one-unit increase in 5-point Justice scale 0.87 (95% CI 0.81–0.94)]. For disability pension due to depression and musculoskeletal diseases, the corresponding HR were 0.77 (95% CI 0.65–0.91) and 0.87 (95% CI 0.79–0.97), respectively. Adjustment for job strain and effort–reward imbalance attenuated the HR by 20–80%. Conclusions Supervisors` fair treatment of employees and fair decision-making in the organizations are associated with a decreased risk of disability pensioning from all-causes, depression and musculoskeletal diseases. These associations may be attributable to a wider range of favorable work characteristics.
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does Organizational Justice predict empowerment nurses assess their work environment
Journal of Nursing Scholarship, 2014Co-Authors: Liisa Kuokkanen, Helena Leinokilpi, Jouko Katajisto, Tarja Heponiemi, Timo Sinervo, Marko ElovainioAbstract:AbstractPurpose: The purpose of the study was to explore how nurses assess their em- powerment and clarify Organizational Justice compared to other work-related factors. In addition, we examined the major variables pertinent to empower- ment.Design: Cross-sectional survey data were used.Methods: A total of 2,152 nurses returned the completed questionnaire. The instruments consisted of nurse empowerment, Organizational Justice, job con- trol, and possibilities for developing work. The data analysis was based on de- scriptive statistics and further statistical tests.Findings: Organizational Justice and empowerment had a clear correlation. Job control, possibilities for developing work and Organizational Justice were statistically significant predictors of nurse empowerment.Conclusions: Organizational Justice and the possibility to use one's individual skills at work are significant factors in staff activity and its development in nursing. They increase the level of empowerment and commitment as well as motivation to work.Clinical Relevance: The results of this study confirm that nurses regard or- ganizational Justice as highly important. We can facilitate both work-related empowerment and Organizational Justice by creating and maintaining a cul- ture of fairness and Justice. Employees should be heard and involved more in the planning and decision making of work.Key wordsNurse empowerment, Organizational Justice, nurses' work environmentThe development of technology and the demand for ef- ficiency have created a constant pressure for change in healthcare organizations. Work environment plays an important role in this autonomy as well as learning pos- sibilities at work (Schmalenberg & Kramer, 2008). Em- ployees expect encouragement and support from their management, who is also responsible for good working facilities (Stuenkel, Nguyen, & Cohen, 2007). Further- more, employees want progress. From the employee's perspective, significant elements include initiative and to be active and have the opportunity to influence their own work and expand their individual capacities (Malloy & Penprase, 2010). In the context of nursing re- search, empowerment has been associated with nurses' professional development and good leadership (MacPhee, Skelton-Green, Bouthillette, & Suryaprakash, 2012). Currently, only a few nursing research reports ex- ist on Organizational Justice (Heponiemi et al., 2007; Laschinger, 2004). The present article reports a study in which nurses assessed their empowerment as well as explains and analyzes the relationship between empow- erment and Organizational Justice, including work-related and demographic variables.BackgroundEmpowermentThe concept of empowerment has been used in de- scribing both an essential part of human nature and development on one hand, and the aspects of organiza- tional effectiveness and quality on the other. In literature, empowerment has been described from three aspects using critical social, Organizational, and psychological theories (Chen & Chen, 2008; Kuokkanen & Leino-Kilpi, 2000) . The individual empowerment process consists of both critical introspection and outside guidance, leading to an appropriate modifying action.The psychological model of empowerment (Thomas & Velthouse, 1990) formed the framework for the qualita- tive study introducing theme-based interviews relevant to empowerment. The results of this study are shown in the Model of Nurse Empowerment. It describes what an empowered nurse is like (i.e., qualities of an empow- ered nurse [QEN] ) and how he or she performs his or her tasks in relation to the empowerment promoting and impeding factors. Moreover, five categories were formed based on these factors, comprising moral principles, per- sonal integrity, expertise, future-orientedness, and so- ciability (Kuokkanen, 2003; Kuokkanen & Leino-Kilpi, 2001) . …
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do nurses who work in a fair organization sleep and perform better and why testing potential psychosocial mediators of Organizational Justice
WOS, 2013Co-Authors: Laura Hietapakka, Marko Elovainio, Liisa Kuokkanen, Tarja Heponiemi, Annamari Aalto, Justin Presseau, Martin P Eccles, Laura Pekkarinen, Timo SinervoAbstract:We examined whether Organizational Justice is associated with sleep quality and performance in a population-based sample of 1,729 Finnish registered nurses working full time. In addition, we tested psychological mechanisms mediating the potential association. The results of multivariate linear regression analyses showed higher Organizational Justice to be associated with fewer sleeping problems (β values range from -.20 to -.11) and higher self-reported performance (β values range from .05 to .35). Furthermore, psychological distress (related to the psychological stress model) and job involvement (related to the psychosocial resource model) mediated the association between Organizational Justice and sleep. Sleeping problems partly mediated the association between Organizational Justice and performance. Psychological distress explained 51% to 83% and job involvement explained 10% to 15% of the total effects of Justice variables on sleeping problems. The findings provide support for the psychological stress model and offer practical implications for reducing nurses' sleeping problems.
Jussi Vahtera - One of the best experts on this subject based on the ideXlab platform.
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Organizational Justice and collaboration among nurses as correlates of violent assaults by patients in psychiatric care
Psychiatric Services, 2017Co-Authors: Virve Pekurinen, Mika Kivimaki, Maritta Valimaki, Marianna Virtanen, Paula Salo, Jussi VahteraAbstract:Objectives:This study tested the hypothesis that poor Organizational Justice and collaboration among nurses are associated with increased stress among nurses, which, in turn, increases the likelihood of violent assaults by patients.Methods:A cross-sectional survey was conducted of nurses in 90 psychiatric inpatient wards in five hospital districts and one regional hospital in Finland. A total of 758 nurses (registered nurses or enrolled/mental health nurses) responded to the survey. Self-administered postal questionnaires were used to assess Organizational Justice, collaboration, nurses’ stress, and violent assaults by patients. Structural equation modeling (SEM) was used in model testing.Results:SEM did not support a role for stress in mediating between Organizational Justice, collaboration between nurses, and violent assaults by patients, given that stress levels were not dependent to a significant degree on Organizational Justice, nor were patients’ assaults dependent on stress levels. However, low org...
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Organizational Justice and disability pension from all causes depression and musculoskeletal diseases a finnish cohort study of public sector employees
WOS, 2016Co-Authors: Anne Juvani, Marko Elovainio, Mika Kivimaki, Marianna Virtanen, Paula Salo, Tuula Oksanen, Jaana Pentti, Jussi VahteraAbstract:Objectives Work-related stress has been linked to increased risk of disability pensioning, but the association between perceived Justice of managerial behavior and decision-making processes at the workplace (ie, Organizational Justice) and risk of disability pensioning remains unknown. We examined the associations of Organizational Justice and its relational and procedural components with all-cause and diagnosis-specific disability pensions with repeated measures of Justice. Methods Data from 24 895 employees responding to repeated surveys on Organizational Justice in 2000–2002 and 2004 were linked to the records of a national register for disability pensions from 2005–2011. Associations of long-term Organizational Justice (average score from two surveys) with disability pensions were studied with Cox proportional hazard regression adjusted for demographics, socioeconomic status, baseline health and health risk behavior, stratified by sex. Results During a mean follow-up of 6.4 years, 1658 (7%) employees were granted disability pension (282 due to depression; 816 due to musculoskeletal diseases). Higher Organizational Justice was associated with a lower risk of disability pensioning [hazard ratio (HR) per one-unit increase in 5-point Justice scale 0.87 (95% CI 0.81–0.94)]. For disability pension due to depression and musculoskeletal diseases, the corresponding HR were 0.77 (95% CI 0.65–0.91) and 0.87 (95% CI 0.79–0.97), respectively. Adjustment for job strain and effort–reward imbalance attenuated the HR by 20–80%. Conclusions Supervisors` fair treatment of employees and fair decision-making in the organizations are associated with a decreased risk of disability pensioning from all-causes, depression and musculoskeletal diseases. These associations may be attributable to a wider range of favorable work characteristics.
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Organizational Justice sickness absence and employee age
Journal of Managerial Psychology, 2013Co-Authors: Aino Tenhiala, Mika Kivimaki, Jussi Vahtera, Jaana Pentti, Anne Linna, Monika E Von Bonsdorff, Marko ElovainioAbstract:Purpose – The aim of this paper is to study age-related differences in how perceptions of two forms of Organizational Justice, i.e. procedural and interactional Justice, are related to short (i.e. non-certified) spells and long (i.e. medically certified) spells of sickness absence. Design/methodology/approach – The authors conducted a study on a large sample of Finnish public sector employees (n=37,324), in which they matched employees' 2004 survey data with their records-based sick absences in 2005 and 2006. Findings – The results suggest that age moderates the association between perceptions of procedural Justice and long sickness absences after controlling for gender, tenure, occupational group, work unit, job demands and health behaviors. When older employees experienced a high level of procedural Justice, they were 12 percent less likely to miss work due to medically certified illnesses. Overall, older employees were less likely to take short, non-certified sickness absences from work. Finally, the r...
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Organizational Justice at school and its associations with pupils psychosocial school environment health and wellbeing
Social Science & Medicine, 2011Co-Authors: Marko Elovainio, Mika Kivimaki, Jane E Ferrie, Minna Pietikainen, P Luopa, J Jokela, Sakari Suominen, Jussi VahteraAbstract:It has been shown that the psychosocial environment perceived by school staff is associated with children’s academic performance and wellbeing. In this study we examined the associations between Organizational Justice (procedural and relational Justice) as reported by school staff and pupils’ perceptions of their school environment, health problems, academic performance, and absenteeism. We combined data from two surveys: for the staff (the Finnish Public Sector Study, n = 1946) and pupils (the Finnish school health promotion survey, n = 11,781 boys and 12,842 girls) of 136 secondary schools, collected during 2004–2005. Multilevel cumulative logistic regression analyses showed that after adjustment for potential individual and school-level confounding factors, low procedural Justice was associated with pupils’ dissatisfaction with school-going. Low relational Justice was associated with a 1.30 times higher risk of poor academic performance, 1.15 times higher risk of psychosomatic symptoms and 1.13 times higher risk of depressive symptoms among pupils. Both Organizational Justice components were associated with truancy. We concluded that staff perceptions of Organizational Justice at school are associated with pupils’ reports of their psychosocial school environment, health, performance, and absenteeism due to truancy. Improving managerial and decision making procedures among school personnel may be an important factor for protecting pupils’ academic performance and wellbeing.
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Organizational Justice and sleeping problems the whitehall ii study
Psychosomatic Medicine, 2009Co-Authors: Marko Elovainio, Jussi Vahtera, Jane E Ferrie, David Gimeno, Roberto De Vogli, Martin J Shipley, Eric J Brunner, Meena Kumari, Michael MarmotAbstract:Objectives: To test the hypothesis that Organizational inJustice contributes to sleeping problems. Poor sleep quality can be a marker of prolonged emotional stress and has been shown to have serious effects on the immune system and metabolism. Methods: Data were from the prospective Whitehall II study of white-collar British civil servants (3143 women and 6895 men, aged 35-55 years at baseline). Age, employment grade, health behaviors, and depressive symptoms were measured at Phase 1 (1985-1988) and baseline sleeping problems were assessed at Phase 2 (1989-1990). Organizational Justice was assessed twice, at Phases 1 and 2. The outcome was mean of sleeping problems during Phases 5 (1997-1999) and 7 (2003-2004). Results: In men, low Organizational Justice at Phase 1 and Phase 2 were associated with overall sleeping problems, sleep maintenance problems, sleep onset problems, and nonrefreshing sleep at Phases 5 and 7. In women, a significant association was observed between low Organizational Justice and overall sleeping problems and sleep onset problems. These associations were robust to adjustments for age, employment grade, health behaviors, job strain, depressive symptoms, and sleeping problems at baseline. Conclusions: This study shows that perceived unfair treatment at workplace is associated with increased risk of poor sleep quality in men and women, one potential mechanism through which Justice at work may affect health.
Mika Kivimaki - One of the best experts on this subject based on the ideXlab platform.
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Organizational Justice and collaboration among nurses as correlates of violent assaults by patients in psychiatric care
Psychiatric Services, 2017Co-Authors: Virve Pekurinen, Mika Kivimaki, Maritta Valimaki, Marianna Virtanen, Paula Salo, Jussi VahteraAbstract:Objectives:This study tested the hypothesis that poor Organizational Justice and collaboration among nurses are associated with increased stress among nurses, which, in turn, increases the likelihood of violent assaults by patients.Methods:A cross-sectional survey was conducted of nurses in 90 psychiatric inpatient wards in five hospital districts and one regional hospital in Finland. A total of 758 nurses (registered nurses or enrolled/mental health nurses) responded to the survey. Self-administered postal questionnaires were used to assess Organizational Justice, collaboration, nurses’ stress, and violent assaults by patients. Structural equation modeling (SEM) was used in model testing.Results:SEM did not support a role for stress in mediating between Organizational Justice, collaboration between nurses, and violent assaults by patients, given that stress levels were not dependent to a significant degree on Organizational Justice, nor were patients’ assaults dependent on stress levels. However, low org...
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Organizational Justice and disability pension from all causes depression and musculoskeletal diseases a finnish cohort study of public sector employees
WOS, 2016Co-Authors: Anne Juvani, Marko Elovainio, Mika Kivimaki, Marianna Virtanen, Paula Salo, Tuula Oksanen, Jaana Pentti, Jussi VahteraAbstract:Objectives Work-related stress has been linked to increased risk of disability pensioning, but the association between perceived Justice of managerial behavior and decision-making processes at the workplace (ie, Organizational Justice) and risk of disability pensioning remains unknown. We examined the associations of Organizational Justice and its relational and procedural components with all-cause and diagnosis-specific disability pensions with repeated measures of Justice. Methods Data from 24 895 employees responding to repeated surveys on Organizational Justice in 2000–2002 and 2004 were linked to the records of a national register for disability pensions from 2005–2011. Associations of long-term Organizational Justice (average score from two surveys) with disability pensions were studied with Cox proportional hazard regression adjusted for demographics, socioeconomic status, baseline health and health risk behavior, stratified by sex. Results During a mean follow-up of 6.4 years, 1658 (7%) employees were granted disability pension (282 due to depression; 816 due to musculoskeletal diseases). Higher Organizational Justice was associated with a lower risk of disability pensioning [hazard ratio (HR) per one-unit increase in 5-point Justice scale 0.87 (95% CI 0.81–0.94)]. For disability pension due to depression and musculoskeletal diseases, the corresponding HR were 0.77 (95% CI 0.65–0.91) and 0.87 (95% CI 0.79–0.97), respectively. Adjustment for job strain and effort–reward imbalance attenuated the HR by 20–80%. Conclusions Supervisors` fair treatment of employees and fair decision-making in the organizations are associated with a decreased risk of disability pensioning from all-causes, depression and musculoskeletal diseases. These associations may be attributable to a wider range of favorable work characteristics.
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Organizational Justice sickness absence and employee age
Journal of Managerial Psychology, 2013Co-Authors: Aino Tenhiala, Mika Kivimaki, Jussi Vahtera, Jaana Pentti, Anne Linna, Monika E Von Bonsdorff, Marko ElovainioAbstract:Purpose – The aim of this paper is to study age-related differences in how perceptions of two forms of Organizational Justice, i.e. procedural and interactional Justice, are related to short (i.e. non-certified) spells and long (i.e. medically certified) spells of sickness absence. Design/methodology/approach – The authors conducted a study on a large sample of Finnish public sector employees (n=37,324), in which they matched employees' 2004 survey data with their records-based sick absences in 2005 and 2006. Findings – The results suggest that age moderates the association between perceptions of procedural Justice and long sickness absences after controlling for gender, tenure, occupational group, work unit, job demands and health behaviors. When older employees experienced a high level of procedural Justice, they were 12 percent less likely to miss work due to medically certified illnesses. Overall, older employees were less likely to take short, non-certified sickness absences from work. Finally, the r...
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Organizational Justice at school and its associations with pupils psychosocial school environment health and wellbeing
Social Science & Medicine, 2011Co-Authors: Marko Elovainio, Mika Kivimaki, Jane E Ferrie, Minna Pietikainen, P Luopa, J Jokela, Sakari Suominen, Jussi VahteraAbstract:It has been shown that the psychosocial environment perceived by school staff is associated with children’s academic performance and wellbeing. In this study we examined the associations between Organizational Justice (procedural and relational Justice) as reported by school staff and pupils’ perceptions of their school environment, health problems, academic performance, and absenteeism. We combined data from two surveys: for the staff (the Finnish Public Sector Study, n = 1946) and pupils (the Finnish school health promotion survey, n = 11,781 boys and 12,842 girls) of 136 secondary schools, collected during 2004–2005. Multilevel cumulative logistic regression analyses showed that after adjustment for potential individual and school-level confounding factors, low procedural Justice was associated with pupils’ dissatisfaction with school-going. Low relational Justice was associated with a 1.30 times higher risk of poor academic performance, 1.15 times higher risk of psychosomatic symptoms and 1.13 times higher risk of depressive symptoms among pupils. Both Organizational Justice components were associated with truancy. We concluded that staff perceptions of Organizational Justice at school are associated with pupils’ reports of their psychosocial school environment, health, performance, and absenteeism due to truancy. Improving managerial and decision making procedures among school personnel may be an important factor for protecting pupils’ academic performance and wellbeing.
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job decision latitude Organizational Justice and health multilevel covariance structure analysis
Social Science & Medicine, 2004Co-Authors: Marko Elovainio, Mika Kivimaki, Nick Steen, Jussi VahteraAbstract:A total of 2969 hospital employees from 162 wards participated in a 2-year follow-up study that examined the relationship between job decision latitude, Organizational Justice and employee health in Finland. We used medically certified sickness absence records as indicators of health problems. Multilevel covariance structure analysis was applied to take into account the hierarchical nature of the data. Responses from individuals within work units seem not always to be independent, and any models that ignore this lack of independence may incorrectly estimate the between individual relationships. Our results suggest that both job decision latitude and Organizational Justice varied considerably between work units in addition to individual level variation. Furthermore job decision latitude was associated with Organizational Justice both at individual and work unit level. Justice evaluations predicted sickness absence only at the individual level.
Deborah E Rupp - One of the best experts on this subject based on the ideXlab platform.
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a critical analysis of the conceptualization and measurement of Organizational Justice is it time for reassessment
The Academy of Management Annals, 2017Co-Authors: Deborah E Rupp, Robert Folger, Debra L Shapiro, Daniel P Skarlicki, Ruodan ShaoAbstract:This paper provides a historical review of the conceptualization and measurement of Organizational Justice. We demonstrate how, over time, a dominant norm for conceptualizing and measuring Justice has emerged. We posit that although consistent conceptualization and measurement across Justice studies can enable the accumulation of knowledge, if the dominant approach is incomplete, this can impede the accumulation of knowledge and risk construct reification. We suggest that these risks are high given that: (a) contemporary approaches to measuring fairness perceptions fail to capture the full domain of Organizational Justice as it was initially conceptualized by early scholars; (b) despite a foundation of "classic" theories, our field has yet to systematically map the Justice domain; and (c) the normative operationalizations of Organizational Justice are based on observations that predate the 21st century workplace. We offer suggestions for future research and new approaches to assessing workplace fairness. Our paper9s goal, ultimately, is to reconsider how Justice is conceptualized and measured so that the findings obtained from future empirical Justice studies can go beyond the constraints of the current paradigm.
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an employee centered model of Organizational Justice and social responsibility
Organizational psychology review, 2011Co-Authors: Deborah E RuppAbstract:This paper reviews recent research within the area of Organizational Justice. It argues that a key element of the employee experience is the formation of perceptions about how both the self and others are treated by Organizational stakeholders, as well as the level of dignity and respect bestowed by the organization to external groups. Employees, therefore, look in, around, and out, in order to comprehend their working experiences, and depend on these judgments to navigate the Organizational milieu. A full understanding of Justice phenomena requires consideration of individual differences; contextual influences; affective, cognitive, and social processes; as well as a person-centric orientation that allows for both time and memory to influence the social construction of worker phenomena.
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employee reactions to corporate social responsibility an Organizational Justice framework
Journal of Organizational Behavior, 2006Co-Authors: Deborah E Rupp, Jyoti Ganapathi, Ruth V Aguilera, Cynthia A WilliamsAbstract:Summary We seek to bridge the macro concept of corporate social responsibility (CSR) with micro research in Organizational Justice. A theoretical model is presented whereby employees’ perceptions of CSR impact their subsequent emotions, attitudes, and behaviors, mediated by instrumental, relational, and deontic motives/needs, as well as moderated by organizations’ social accounts. Copyright # 2006 John Wiley & Sons, Ltd.
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three roads to Organizational Justice
2001Co-Authors: Russell Cropanzano, Deborah E Rupp, Carolyn J Mohler, Marshall SchminkeAbstract:In this paper, we review current theoretical thinking about Organizational Justice. We contend that there are three major perspectives for understanding why Justice perceptions predict work-relevant criteria: (a) an instrumental approach which emphasizes gains and losses, (b) an inter-personal approach which emphasizes the nature of the relationships among individuals and organizations, and (c) a moral principles approach which emphasizes commitment to ethical standards. We review each of these perspectives, identify the many conceptual frameworks that underlie each approach, and describe both common themes and gaps that exist between the three approaches.
Michael Marmot - One of the best experts on this subject based on the ideXlab platform.
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Organizational Justice and sleeping problems the whitehall ii study
Psychosomatic Medicine, 2009Co-Authors: Marko Elovainio, Jussi Vahtera, Jane E Ferrie, David Gimeno, Roberto De Vogli, Martin J Shipley, Eric J Brunner, Meena Kumari, Michael MarmotAbstract:Objectives: To test the hypothesis that Organizational inJustice contributes to sleeping problems. Poor sleep quality can be a marker of prolonged emotional stress and has been shown to have serious effects on the immune system and metabolism. Methods: Data were from the prospective Whitehall II study of white-collar British civil servants (3143 women and 6895 men, aged 35-55 years at baseline). Age, employment grade, health behaviors, and depressive symptoms were measured at Phase 1 (1985-1988) and baseline sleeping problems were assessed at Phase 2 (1989-1990). Organizational Justice was assessed twice, at Phases 1 and 2. The outcome was mean of sleeping problems during Phases 5 (1997-1999) and 7 (2003-2004). Results: In men, low Organizational Justice at Phase 1 and Phase 2 were associated with overall sleeping problems, sleep maintenance problems, sleep onset problems, and nonrefreshing sleep at Phases 5 and 7. In women, a significant association was observed between low Organizational Justice and overall sleeping problems and sleep onset problems. These associations were robust to adjustments for age, employment grade, health behaviors, job strain, depressive symptoms, and sleeping problems at baseline. Conclusions: This study shows that perceived unfair treatment at workplace is associated with increased risk of poor sleep quality in men and women, one potential mechanism through which Justice at work may affect health.
