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Dong Y, Li Y. Leader workaholism and subordinates' psychological distress: The moderating role of justice climate. Acta Psychol (Amst) 2024; 246:104288. [PMID: 38678832 DOI: 10.1016/j.actpsy.2024.104288] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 07/19/2023] [Revised: 04/11/2024] [Accepted: 04/22/2024] [Indexed: 05/01/2024] Open
Abstract
Leader workaholism, characterized by an excessive drive to work long hours, is prevalent among organizational leaders. Its impact on subordinates' mental health warrants examination. This study investigated the direct relationship between leader workaholism and subordinates' psychological distress. Drawing on substitutes for leadership theory, it also assessed the buffering effects of procedural, interactional, and distributive justice climates in this relationship. Data from an online survey of 40 leaders and 200 subordinate employees revealed a positive correlation between leader workaholism and subordinates' psychological distress. However, the procedural and interactional justice climates negatively moderated this relationship, whereas the distributive justice climate did not. This disparity may result from the strong link between distributive justice climate and specific, objective outcomes. The study enhances understanding of the adverse effects of leader workaholism on employee psychological health and suggests organizational strategies, such as fostering procedural and interactional justice climates, to mitigate these effects.
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Affiliation(s)
- Yihong Dong
- Department of Psychology, Renmin University of China, Beijing, China
| | - Yingwu Li
- Department of Psychology, Renmin University of China, Beijing, China.
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2
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Finell E, Tolvanen A, Shuttleworth I, Durrheim K, Vuorenmaa M. The identification environment matters: Students' social identification, perceived physical school environment, and anxiety - A cross-level interaction model. BRITISH JOURNAL OF SOCIAL PSYCHOLOGY 2024; 63:429-452. [PMID: 37747119 DOI: 10.1111/bjso.12686] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Grants] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 12/07/2022] [Accepted: 08/23/2023] [Indexed: 09/26/2023]
Abstract
The social identity approach to health argues that well-being depends on the psychosocial circumstances of the groups to which individuals belong. However, little is known about how the average level of identification in the group - 'the identification environment' - buffers the negative health consequences of stressors. We used multilevel modelling to investigate whether identification environment in a school modified the association between the students' perceptions of the quality of their school's physical environment and their reported levels of anxiety. In two representative samples of Finnish school students (N = 678 schools/71,392 students; N = 704 schools/85,989 students), weak identification environment was related to increased anxiety. In addition, in schools where identification environment was weaker, the student level relationship between perceived physical environment and anxiety was stronger, and students were more anxious. Our results provide evidence that identification environment needs to be considered when we analyse how group membership affects well-being.
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Affiliation(s)
- Eerika Finell
- Faculty of Social Sciences and Business Studies, University of Eastern Finland, Kuopio, Finland
| | - Asko Tolvanen
- Methodology Centre for Human Sciences, University of Jyväskylä, Jyväskylä, Finland
| | - Ian Shuttleworth
- School of Natural and Built Environment, Queen's University Belfast, Belfast, UK
| | - Kevin Durrheim
- Faculty of Humanities, University of Johannesburg, Johannesburg, South Africa
| | - Maaret Vuorenmaa
- Public Health and Welfare, Knowledge Management and Co-Creation, Finnish Institute for Health and Welfare, Helsinki, Finland
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3
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Herr RM, Deyerl VM, Hilger-Kolb J, Diehl K. University Fairness Questionnaire (UFair): Development and Validation of a German Questionnaire to Assess University Justice-A Study Protocol of a Mixed Methods Study. INTERNATIONAL JOURNAL OF ENVIRONMENTAL RESEARCH AND PUBLIC HEALTH 2022; 19:16340. [PMID: 36498410 PMCID: PMC9739444 DOI: 10.3390/ijerph192316340] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Figures] [Subscribe] [Scholar Register] [Received: 09/01/2022] [Revised: 11/28/2022] [Accepted: 12/03/2022] [Indexed: 06/17/2023]
Abstract
Distress is a widespread phenomenon in the general population, but also among university students, associated with poorer learning success and negative health consequences. A source of distress might be the experience of injustice. Theoretical and empirical work in the area of perceived fairness in the workplace ("organizational justice") has shown that perceived unfairness is related to various stress indicators and health outcomes. Preliminary evidence indicates that unfairness matters not only in the work context but also in the university context. However, an adapted and validated tool to assess perceived unfairness in the university context is hitherto missing. The goal of the proposed project is therefore to adapt the construct of organizational justice to the university context and to develop a corresponding questionnaire by means of established scientific procedures. An exploratory sequential mixed-methods design is applied in which qualitative and quantitative methods are combined. A valid and practicable measurement instrument ("UFair" University Fairness Questionnaire) will be developed and tested, and the relationship with various health outcomes will be examined. The UFair questionnaire will be made available free of charge to other researchers.
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Affiliation(s)
- Raphael M. Herr
- Department of Medical Informatics, Biometry and Epidemiology, Friedrich-Alexander-Universität Erlangen-Nürnberg (FAU), 91054 Erlangen, Germany
| | - Veronika M. Deyerl
- Department of Medical Informatics, Biometry and Epidemiology, Friedrich-Alexander-Universität Erlangen-Nürnberg (FAU), 91054 Erlangen, Germany
| | | | - Katharina Diehl
- Department of Medical Informatics, Biometry and Epidemiology, Friedrich-Alexander-Universität Erlangen-Nürnberg (FAU), 91054 Erlangen, Germany
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4
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Potipiroon W. A multi-level analysis of the relationship between job satisfaction and job performance: The importance of interpersonal justice climate. JOURNAL OF GENERAL MANAGEMENT 2022. [DOI: 10.1177/03063070221098807] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/29/2022]
Abstract
Although job satisfaction—an indicator of employees’ happiness at work—is thought to contribute to higher job performance, past research findings have been inconsistent, suggesting that there could be important contextual factors that moderate this relationship. This study aims to revisit this important relationship by drawing attention to the role of supervisor-focused interpersonal justice climate as an important social context that may moderate the effect of job satisfaction on job performance (i.e., task performance and organizational citizenship behaviors). Based on a multi-source sample of 192 individuals in 40 teams from a large public organization in Thailand, the hierarchical linear modeling (HLM) analyses revealed that when interpersonal justice climate was high, job satisfaction did not contribute significantly to job performance. However, when interpersonal justice climate was low, the influence of job satisfaction became significant. These findings lend support for a compensatory model in which job performance only suffers when both factors are low.
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Qian J, Tong J, Xu R. Can Physical Exercise Help Deal With the COVID-19 Stressors? Comparing Somatic and Psychological Responses. Front Psychol 2022; 13:883801. [PMID: 35911012 PMCID: PMC9326507 DOI: 10.3389/fpsyg.2022.883801] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.5] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 02/25/2022] [Accepted: 06/23/2022] [Indexed: 01/09/2023] Open
Abstract
This research aims to explore whether physical exercise can buffer the impact of the COVID-19 stressors. Based on the cross-stressor adaptation hypothesis, we proposed a moderated mediation model relating the COVID-19 stressors to sleep disorder via somatic and worry complaints, depending on the amount of physical exercise. A sample of working adults in Beijing (N = 207) filled surveys in two waves during the COVID-19 pandemic. Structural regression analysis showed that physical exercise moderates the impact of the COVID-19 stressors on sleep disorder via somatic complaints (index = -0.11, 95% CI [-0.22, -0.01]), rather than psychological worry complaints (index = -0.01, 95% CI [-0.07, 0.04]). Specifically, the COVID-19 stressors increase somatic complaints for people with a low amount of physical exercise (b = 0.17, p = 0.01]), while the COVID-19 stressors are not significantly related to somatic complaints for people with a high amount of physical exercise (b = -0.06, p = 0.33). This research extends the cross-stressor adaptation hypothesis and provides evidence on an individual intervention of physical exercise to deal with the COVID-19 pandemic.
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Affiliation(s)
- Junwei Qian
- Department of Physical Education and Research, Peking University, Beijing, China
| | - Jiajin Tong
- Beijing Key Laboratory of Behavior and Mental Health, School of Psychological and Cognitive Sciences, Peking University, Beijing, China,*Correspondence: Jiajin Tong,
| | - Ruiheng Xu
- Beijing Key Laboratory of Behavior and Mental Health, School of Psychological and Cognitive Sciences, Peking University, Beijing, China
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Organizational Justice and Health: Reviewing Two Decades of Studies. JOURNAL OF THEORETICAL SOCIAL PSYCHOLOGY 2022. [DOI: 10.1155/2022/3218883] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/18/2022]
Abstract
Organizational justice refers to employees’ perceptions of the fairness of decision-making rules and policies in the workplace. Lack of justice is suggested to be a significant psychosocial risk factor that affects employees’ attitudes and health. The aim of this narrative review was to compile the evidence available about the effects of organizational justice on health. To this end, a literature search was carried out using the Web of Science, PubMed, and PsycINFO databases. The final sample consisted of 103 articles that studied the effects of justice on mental health (40 results), job stress (26), sickness absence (15), physical health (14), absenteeism/presenteeism (3), safety at work (3), and health of third parties (2). The results show that perceptions of workplace justice predict employees’ mental health, stress-related health problems, and lower levels of sickness absence were relatively compelling. Future studies should focus on less-researched outcomes and on how these associations are modified by other variables for a better understanding of how justice affects health, with a view to being able to carry out preventive measures more efficiently.
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Herr RM, Birmingham WC, van Harreveld F, van Vianen AEM, Fischer JE, Bosch JA. The relationship between ambivalence towards supervisor's behavior and employee's mental health. Sci Rep 2022; 12:9555. [PMID: 35688865 PMCID: PMC9187697 DOI: 10.1038/s41598-022-13533-2] [Citation(s) in RCA: 3] [Impact Index Per Article: 1.5] [Reference Citation Analysis] [Abstract] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 10/18/2021] [Accepted: 05/25/2022] [Indexed: 11/25/2022] Open
Abstract
Ambivalence in social interactions has been linked to health-related outcomes in private relationships and recent research has started to expand this evidence to ambivalent leadership at the workplace by showing that ambivalent supervisor-employee relationships are related to higher stress levels in employees. However, the mental health consequences of ambivalent leadership have not been examined yet. Using a multilevel approach, this study estimated associations of ambivalent leadership with mental health indicators (depression, anxiety, vital exhaustion, fatigue) in 993 employees from 27 work groups. A total effect of ambivalent leadership was found for all four mental health measures, as well as within-group and between-group effects. The consistent relationships of ambivalent leadership with higher symptoms of mental ill-health at the individual- (i.e., within-group) and the group-level (i.e., between-group) support the existence of an un-confounded association, as well as group effects of collective ambivalence.
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Affiliation(s)
- Raphael M Herr
- Mannheim Institute of Public Health, Social and Preventive Medicine, Medical Faculty Mannheim, Heidelberg University, Mannheim, Germany.
| | | | - Frenk van Harreveld
- Faculty of Social and Behavioral Sciences, Social Psychology Program, University of Amsterdam, Amsterdam, The Netherlands
| | - Annelies E M van Vianen
- Department of Work and Organizational Psychology, University of Amsterdam, Amsterdam, The Netherlands
| | - Joachim E Fischer
- Mannheim Institute of Public Health, Social and Preventive Medicine, Medical Faculty Mannheim, Heidelberg University, Mannheim, Germany
| | - Jos A Bosch
- Mannheim Institute of Public Health, Social and Preventive Medicine, Medical Faculty Mannheim, Heidelberg University, Mannheim, Germany.,Department of Clinical Psychology, University of Amsterdam, Amsterdam, The Netherlands
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Özer G, Griep Y, Escartín J. The Relationship between Organizational Environment and Perpetrators’ Physical and Psychological State: A Three-Wave Longitudinal Study. INTERNATIONAL JOURNAL OF ENVIRONMENTAL RESEARCH AND PUBLIC HEALTH 2022; 19:ijerph19063699. [PMID: 35329385 PMCID: PMC8955293 DOI: 10.3390/ijerph19063699] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.5] [Reference Citation Analysis] [Abstract] [MESH Headings] [Track Full Text] [Download PDF] [Figures] [Subscribe] [Scholar Register] [Received: 02/11/2022] [Revised: 03/14/2022] [Accepted: 03/16/2022] [Indexed: 11/16/2022]
Abstract
Although job-related work environment studies found associations to workplace bullying perpetration, little work with longitudinal designs has been conducted on broader organizational measures. Such studies could help design effective interventions for perpetration. Using a three-wave longitudinal design and drawing on cognitive activation theory, we investigated whether organizational trust and justice predicted perpetration six months later. The sample consisted of 2447 employees from Spain and Turkey from various industries, such as services, manufacturing, and education. We also investigated whether physical and psychological health explained the relationship between organizational trust, justice, and perpetration. The results indicated that, in three months, organizational justice negatively predicted psychological and physical health deterioration, while unexpectedly, organizational trust positively predicted the same. Health conditions did not predict perpetration, in three months, while organizational conditions did not predict perpetration directly or indirectly in six months. Assessing and improving organizational trust and justice practices may help employee health improve over time. As organizational trust, justice, and health status are significantly related to current perpetration incidents, assessments of these subjects may be instrumental in identifying possible current perpetration phenomena.
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Affiliation(s)
- Gülüm Özer
- Department of Social Psychology and Quantitative Psychology, University of Barcelona, 08035 Barcelona, Spain;
- Correspondence:
| | - Yannick Griep
- Department of Work and Organizational Psychology, Behavioral Science Institute of Radboud University, 6500 HE Nijmegen, The Netherlands;
| | - Jordi Escartín
- Department of Social Psychology and Quantitative Psychology, University of Barcelona, 08035 Barcelona, Spain;
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Vveinhardt J, Bendaraviciene R. How Do Nepotism and Favouritism Affect Organisational Climate? Front Psychol 2022; 12:710140. [PMID: 35069307 PMCID: PMC8776827 DOI: 10.3389/fpsyg.2021.710140] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 05/15/2021] [Accepted: 11/30/2021] [Indexed: 11/13/2022] Open
Abstract
This study seeks to determine the effect of nepotism and favouritism on organisational climate. Using the method of random sampling, 269 persons working in Lithuanian organisations were surveyed. The received data was analysed via the application of the methods of correlation and linear regression. It was determined that organisational climate is influenced significantly by variables such as the manager’s behaviour, safety and relationships with employees, values and traditions, communication, sharing of information, behaviour of employees, and interrelationships and tolerance of one another. Meanwhile, nepotism and favouritism are influenced by the lower number of climate variables (fear related to the absence of concreteness and security, such as joining an organisation, union and tolerance of individuals who have shared interests). This work fills the void in the knowledge of connections that nepotism and favouritism have with organisational climate, drawing attention to the mutual interaction between these phenomena. The article presents a discussion and the research limitations, and provides guidelines for further research.
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Affiliation(s)
- Jolita Vveinhardt
- Department of Management, Faculty of Economics and Management, Vytautas Magnus University, Kaunas, Lithuania
| | - Rita Bendaraviciene
- Department of Management, Faculty of Economics and Management, Vytautas Magnus University, Kaunas, Lithuania
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10
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Van Vianen AEM, Van Laethem M, Leineweber C, Westerlund H. Work changes and employee age, maladaptive coping expectations, and well-being: a Swedish cohort study. Int Arch Occup Environ Health 2022; 95:1317-1330. [PMID: 34997325 PMCID: PMC9273551 DOI: 10.1007/s00420-021-01824-6] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 10/07/2021] [Accepted: 12/08/2021] [Indexed: 11/29/2022]
Abstract
Purpose Older workers are expected to suffer more from work changes than younger ones, but empirical evidence is lacking. Negative responses to work changes may result rather from maladaptive coping expectations. This study examined possible age differences in job and life satisfaction, and sleep disturbances, after work changes (voluntary and involuntary job changes, reorganizations) and the moderating role of maladaptive coping expectations. Methods Four biennial waves from the Swedish Longitudinal Occupational Survey of Health (SLOSH) including respondents who participated in all four waves (n = 3084). We used multilevel path analyses to estimate direct and moderated relationships between work changes and outcomes. Results Involuntary job changes were associated with lower job and life satisfaction and more sleep disturbances. Reorganizations were only associated with lower job satisfaction. Older employees were more satisfied with their jobs and lives than younger employees and experienced more sleep disturbances. After involuntary job changes, older employees had similar (lower) levels of well-being as younger ones, but they reported more sleep disturbances when having experienced reorganizations. Maladaptive coping expectations were related to lower job and life satisfaction and more sleep disturbances. Employees with maladaptive coping expectations reported more sleep disturbances after involuntary job changes and reorganizations. Conclusion Our results suggest that there are few age differences in well-being after work changes. Employee well-being seems to mostly depend on maladaptive coping expectations. Organizations aiming to prepare employees for job changes and reorganizations could focus their efforts on employees with maladaptive expectations rather than on older ones.
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Affiliation(s)
- Annelies E M Van Vianen
- Department of Work and Organizational Psychology, University of Amsterdam, Postbox 15919, 1001 NK, Amsterdam, Netherlands.
| | - Michelle Van Laethem
- Department of Work and Organizational Psychology, University of Amsterdam, Postbox 15919, 1001 NK, Amsterdam, Netherlands
| | - Constanze Leineweber
- Department of Psychology, Stress Research Institute, Stockholm University, Stockholm,, Sweden
| | - Hugo Westerlund
- Department of Psychology, Stress Research Institute, Stockholm University, Stockholm,, Sweden
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Dickson VV, Jun J, Melkus GD. A mixed methods study describing the self-care practices in an older working population with cardiovascular disease (CVD): Balancing work, life and health. Heart Lung 2021; 50:447-454. [PMID: 33639529 DOI: 10.1016/j.hrtlng.2021.02.001] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 12/11/2020] [Revised: 01/31/2021] [Accepted: 02/03/2021] [Indexed: 10/22/2022]
Abstract
BACKGROUND Self-care is essential to cardiovascular disease (CVD) health outcomes, but may be challenging for older working adults. OBJECTIVE Describe self-care and the relationship of work-related characteristics to self-care among older workers with CVD. METHODS Convergent mixed methods design (n = 108) assessed self-care, organization of work, job-level and clinical factors; qualitative data (n = 40) explored self-care and working. Data integrated in the final analytic phase. RESULTS Sixty-eight percent reported adequate self-care maintenance (SC-CHDI maintenance ≥70); only 22% had adequate self-care management (SC-CHDI management ≥ 70). Controlling for physical capacity, work-related factors explained 22% variance in self-care maintenance; physical capacity was only significant determinant of self-care management. Individuals with poor self-care described low job control, job stress and work-life imbalance that interfered with routine self-care. Individuals with poor self-care management reported "feeling stressed out" and "extreme fatigue" attributed to their job. CONCLUSIONS Interventions targeting self-care, stress management and work-life balance among older workers with CVD are needed.
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Affiliation(s)
| | - Jin Jun
- New York University Rory Meyers College of Nursing, 433 First Ave, New York, NY, 10010 USA; The Ohio State University, College of Nursing, 1585 Neil Avenue, Columbus, OH 43210 USA
| | - Gail D'Eramo Melkus
- New York University Rory Meyers College of Nursing, 433 First Ave, New York, NY, 10010 USA
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Zhou M, Zhang J, Li F, Chen C. Work-Family Conflict and Depressive Symptoms Among Chinese Employees: Cross-Level Interaction of Organizational Justice Climate and Family Flexibility. INTERNATIONAL JOURNAL OF ENVIRONMENTAL RESEARCH AND PUBLIC HEALTH 2020; 17:ijerph17196954. [PMID: 32977542 PMCID: PMC7579200 DOI: 10.3390/ijerph17196954] [Citation(s) in RCA: 7] [Impact Index Per Article: 1.8] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Download PDF] [Figures] [Subscribe] [Scholar Register] [Received: 08/01/2020] [Revised: 09/20/2020] [Accepted: 09/22/2020] [Indexed: 11/20/2022]
Abstract
This study aims to examine how organizational and family factors protect employees from depressive symptoms induced by work-family conflict. With a cross-sectional design, a total of 2184 Chinese employees from 76 departments completed measures of work-family conflict, organizational justice, family flexibility, and depressive symptoms. The results showed that work-family conflict including work-to-family conflict and family-to-work conflict was positively associated with depressive symptoms. In cross-level analysis, organizational justice climate weakened the adverse effect of work-family conflict on depressive symptoms and the buffering effects of procedural and distributive justice climate in the association between work-family conflict and depressive symptoms depended on family flexibility. Specifically, compared with employees with high family flexibility, procedural and distributive justice climate had a stronger buffering effect for employees with low family flexibility. These results indicate that organization and family could compensate each other to mitigate the effect of work-family conflict on employees’ depressive symptoms. Cultivating justice climate in organization and enhancing family flexibility might be an effective way to reduce employees’ depressive symptoms.
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Affiliation(s)
- Mingjie Zhou
- CAS Key Laboratory of Mental Health, Institute of Psychology, Chinese Academy of Sciences, Beijing 100101, China; (M.Z.); (F.L.)
- Department of Psychology, University of Chinese Academy of Sciences, Beijing 100049, China
| | - Jinfeng Zhang
- School of Public Affairs, Chongqing University, Chongqing 400044, China
- Correspondence:
| | - Fugui Li
- CAS Key Laboratory of Mental Health, Institute of Psychology, Chinese Academy of Sciences, Beijing 100101, China; (M.Z.); (F.L.)
- Department of Psychology, University of Chinese Academy of Sciences, Beijing 100049, China
| | - Chen Chen
- Department of Social and Behavioural Sciences, City University of Hong Kong, Hong Kong 999077, China;
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Liu B, Chen H, Wang Y. More work, better health? The moderation effect of employee-organizational psychological distance. J Health Psychol 2020; 26:2200-2212. [PMID: 32122173 DOI: 10.1177/1359105320906244] [Citation(s) in RCA: 2] [Impact Index Per Article: 0.5] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/16/2022] Open
Abstract
Based on the data obtained from 1014 Chinese employees, this study clarified the relationship between work hours, psychological distance, and the occupational mental health of employees. This study revealed a curvilinear and almost inverted U-shaped relationship between work hours and occupational mental health. Furthermore, the results showed that the optimum interval of work hours to maintain high-quality occupational mental health was indicated as "typical overtime work," and the employee-organizational psychological distance may positively moderate this inverted U-shaped relationship, and a "close" employee-organizational psychological distance may alleviate the pressure of work hours and help to maintain high-quality occupational mental health.
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Affiliation(s)
- Bei Liu
- China University of Mining and Technology, China
| | - Hong Chen
- China University of Mining and Technology, China
| | - Yujie Wang
- China University of Mining and Technology, China
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Yokouchi N, Hashimoto H. Association Between Deviation of Fairness Perceptions from Group Average and Serious Psychological Distress in Japanese Worksites: a Cross-Sectional Study. Int J Behav Med 2019; 26:306-315. [PMID: 30877552 PMCID: PMC6529606 DOI: 10.1007/s12529-019-09781-8] [Citation(s) in RCA: 4] [Impact Index Per Article: 0.8] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Grants] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/28/2022]
Abstract
Background Workers with deviating fairness perceptions are likely to be excluded and become isolated at worksites, leading to psychological distress. The study aimed to examine the cross-sectional association between deviation of fairness perception from the group average and serious psychological distress in Japanese worksites. Methods Secondary data analysis of an existing Japanese occupational cohort data using a multilevel logistic regression model was conducted for 8701 workers from 12 companies in Japan who participated in the baseline survey (from April 2010 to March 2012). Individual perception of interactional and procedural fairness was measured with the Japanese version of the Organizational Justice Scale. Group averages were calculated within workers’ reference groups, categorized by company affiliation, age group, gender, and occupational class. Psychological distress was measured using the K6 scale, and serious psychological distress was defined as a total K6 score of 13 or more. Results Both low deviation and high deviation of interactional fairness perception were significantly and positively associated with serious psychological distress (odds ratio (OR) = 1.24, 95% confidence intervals (CI); 1.03–1.49 and OR = 1.57, 95% CI; 1.12–2.19), independently of individual-level fairness perception, group-level mean fairness perception, demographic characteristics, and health-related behaviors. Only high deviation of procedural fairness perception was significantly and positively related to serious psychological distress (OR = 1.51, 95% CI; 1.11–2.06). Conclusions The results indicated that divergent perceptions of fairness at worksites may deserve further exploration for equal achievement of workers’ psychological well-being.
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Affiliation(s)
- Nobutada Yokouchi
- Department of Health and Social Behavior, Graduate School of Medicine, The University of Tokyo, 7-3-1 Hongo, Bunkyo-ku, Tokyo, 113-0033, Japan.
| | - Hideki Hashimoto
- Department of Health and Social Behavior, Graduate School of Medicine, The University of Tokyo, 7-3-1 Hongo, Bunkyo-ku, Tokyo, 113-0033, Japan
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15
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Abbas W, Wu W. Employee innovativeness, fairness and organizational support: An empirical assessment. HUMAN SYSTEMS MANAGEMENT 2019. [DOI: 10.3233/hsm-180385] [Citation(s) in RCA: 13] [Impact Index Per Article: 2.6] [Reference Citation Analysis] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/15/2022]
Affiliation(s)
- Wasim Abbas
- School of Management, Harbin Institute of Technology, Harbin, P.R. China
| | - Weiwei Wu
- School of Management, Harbin Institute of Technology, Harbin, P.R. China
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