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Peristera P, Stengård J, Eib C, Bernhard-Oettel C, Leineweber C. Organizational injustice and sickness absence: The moderating role of locked-in status. SSM Popul Health 2023; 23:101427. [PMID: 37215400 PMCID: PMC10199417 DOI: 10.1016/j.ssmph.2023.101427] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 02/07/2023] [Revised: 05/06/2023] [Accepted: 05/08/2023] [Indexed: 05/24/2023] Open
Abstract
Organizational injustice is known to negatively affect employees' health and to increase the risk for sickness absence. The negative health effects are also known to be more pronounced in uncontrollable, strain increasing, situations at the workplace. This study tests whether locked-in status, i.e., being stuck in a non-preferred workplace, modifies the associations between injustice perceptions and frequent (≥2 times/yr) and long (≥ 8 days/yr) sickness absence. The sample contained 2631 permanent employees from the Swedish Longitudinal Occupational Survey of Health in 2018 and 2020. Multigroup structural equation modelling was used to compare the proposed relationships between employees who are locked-in in their workplace and employees who are not. We found a positive association between higher overall organizational injustice and long sickness absence two years later, with the association being stronger for the locked-in group. Also, higher injustice was associated with more frequent sickness absence, but only for those not being locked-in. Employees being locked-in seem to have higher risk of long-term sickness absence which might indicate more serious health problems. Employees not being locked-in more often take short sickness absence, which could indicate a coping behaviour to handle high strain. This study adds knowledge to the role of locked-in status as a moderator in the much-studied relationship between organizational justice and health as well as to the multiple reasons underlying sickness absence.
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Affiliation(s)
| | - Johanna Stengård
- Department of Psychology, Stockholm University, Stockholm, Sweden
| | - Constanze Eib
- Department of Psychology, Stockholm University, Stockholm, Sweden
- Department of Psychology, Uppsala University, Uppsala, Sweden
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Sun J, Yang Z, Zhu T, Jiang Z, Zheng X, Li C, Cao X. The impact of organizational justice on psychological distress among Chinese public hospitals nurses: A cross-sectional study. Medicine (Baltimore) 2023; 102:e33684. [PMID: 37115045 PMCID: PMC10145746 DOI: 10.1097/md.0000000000033684] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Journal Information] [Submit a Manuscript] [Subscribe] [Scholar Register] [Received: 02/22/2023] [Revised: 04/04/2023] [Accepted: 04/13/2023] [Indexed: 04/29/2023] Open
Abstract
Few studies have explored the association between organizational justice and mental health, particularly in collectivist countries. Hence, the aim of the present study was to evaluate the impact of organizational justice on psychological distress and to discuss the findings in collectivist culture. A cross-sectional survey was conducted among nurses from public hospitals in western of China, July 2022, which followed the STROBE guidelines. This study used Chinese versions of the Organizational Justice Scale and Kesseler Psychological Distress Scale to assess the perceptions of organizational justice and mental health levels, respectively. A total of 663 nurses completed the questionnaires. The psychological distress of university-educated and low-income nurses was poor. There was a moderately positive relationship between organizational justice and psychological distress (R = 0.508, P < .01), indicating that the greater level of organizational injustice, the poorer mental health. Hierarchical regression analysis showed that organizational justice was an strong predictor of psychological distress, accounting for approximately 20.5% of the psychological distress. The findings of this study highlight the importance of interpersonal injustice and distributive injustice on psychological distress specific in Chinese culture, suggesting that nursing management or leaders should notice that the most being taken seriously by nurses is their recognition and respect for subordinate, meanwhile, alerting nurses, in some sense, a negative relationship with leaders as a kind of workplace bullying could harm their mental health. The promulgation of organizational justice policy to protect employees from the government and the real role of employee labor union organizations are urgently needed.
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Affiliation(s)
- Jing Sun
- School of Nursing, Shanxi University of Traditional Chinese Medicine, Taiyuan, China
| | - Zhilan Yang
- School of Nursing, Shanxi University of Traditional Chinese Medicine, Taiyuan, China
| | - Tao Zhu
- School of Nursing, Shanxi University of Traditional Chinese Medicine, Taiyuan, China
| | - Zhihong Jiang
- School of Nursing, Shanxi University of Traditional Chinese Medicine, Taiyuan, China
| | - Xiuli Zheng
- Affiliated Hospital of Shanxi University of Traditional Chinese Medicine, Taiyuan, China
| | - Chunlian Li
- Affiliated Hospital of Shanxi University of Traditional Chinese Medicine, Taiyuan, China
| | - Xiaoxia Cao
- School of Nursing, Shanxi University of Traditional Chinese Medicine, Taiyuan, China
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Holley E, Thiel C, Avey J. Justice perceptions and reappraisal: A path to preserving employee resilience. HUMAN PERFORMANCE 2023. [DOI: 10.1080/08959285.2023.2174120] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 02/11/2023]
Affiliation(s)
- Erica Holley
- College of Business, Central Washington University, Ellensburg, WA, United States
| | - Chase Thiel
- College of Business, University of Wyoming, Laramie, United States
| | - James Avey
- College of Business, Central Washington University, Ellensburg, WA, United States
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Bonau S. Overconfident leaders? Testing the effect of misaligned leader-member-exchange perceptions on the relationship between justice, trust and organizational performance measures. JOURNAL OF GENERAL MANAGEMENT 2022. [DOI: 10.1177/03063070221125117] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/30/2022]
Abstract
The purpose of this paper is to examine the effect of manager and employee perception of justice and trust on workplace outcomes, by testing the mediating effect of employee trust on the relationship between organisational justice and performance measures (absence rate, financial performance, labour productivity, product quality). Then, the effect of manager overconfidence as a moderator of this relationship is tested. Management and employee data from 1462 workplaces in the UK were analysed. Path analysis was used to test the moderated mediation model. The results show that employee trust mediates the relationship between organisational justice and financial performance, labour productivity, and quality of product or service. Manager overconfidence was found to moderate the indirect effect of both interpersonal justice and procedural justice on these three performance outcomes through employee trust. Understanding the relationships between justice, trust and organisational outcomes, as well as the effect of managerial overconfidence thereupon, helps managers and decision-makers to design better policies in the interest of the firm’s performance.
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Affiliation(s)
- Sarah Bonau
- School of International Business and Entrepreneurship, Germany
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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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Demiral Y, Ihle T, Rose U, Conway PM, Burr H. Precarious Work as Risk Factor for 5-Year Increase in Depressive Symptoms. INTERNATIONAL JOURNAL OF ENVIRONMENTAL RESEARCH AND PUBLIC HEALTH 2022; 19:ijerph19063175. [PMID: 35328860 PMCID: PMC8949946 DOI: 10.3390/ijerph19063175] [Citation(s) in RCA: 9] [Impact Index Per Article: 4.5] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Download PDF] [Figures] [Subscribe] [Scholar Register] [Received: 02/22/2022] [Revised: 03/01/2022] [Accepted: 03/02/2022] [Indexed: 01/27/2023]
Abstract
Objectives: The aim was to investigate the longitudinal relationship between precarious work and depressive symptoms in a representative cohort of employees in Germany. Methods: In the German Study on Mental Health at Work (S-MGA) (n = 2009), depressive symptoms were assessed by the Patient Health Questionnaire (PHQ−9). Precarious work was measured through baseline (2012) self-reported job insecurity, marginal part-time, fixed-term contract, hourly wage and—during follow-ups 2012–2017—unemployment. Among employees without depressive symptoms at baseline (2012), we ran logistic regression analyses stratified by gender with depressive symptoms at follow-up in 2017 as the dependent variable, adjusting for baseline (2012) age, gender, socioeconomic position and partner status. Results: Among men, job insecurity (OR: 2.47; 95% 95% CI: 1.37–4.48) and low wage (3.79; 1.64–8.72) at baseline were significantly associated with depressive symptoms at follow-up. Among women, indicators of precarious work were not associated with depressive symptoms at follow-up. Among men, a cumulative exposure index of precarious work was significantly associated with the development of depressive symptoms (one indicator: 1.84; 0.94–3.60, ≥two indicators: 7.65; 3.30–17.73). This index was not associated with depressive symptoms among women. The population attributable fraction of precarious work due to depressive symptoms among men was approximately 30%. Conclusions: Among employees in Germany, precarious work seems to be a risk factor for the subsequent development of depressive symptoms among men, but not among women. Research on precarious employment in different countries is needed.
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Affiliation(s)
- Yucel Demiral
- Department of Public Health, Medical Faculty, Dokuz Eylül University, Izmir 35340, Turkey;
| | - Tobias Ihle
- Federal Institute for Occupational Safety and Health (BAuA), 10317 Berlin, Germany; (T.I.); (U.R.)
| | - Uwe Rose
- Federal Institute for Occupational Safety and Health (BAuA), 10317 Berlin, Germany; (T.I.); (U.R.)
| | - Paul Maurice Conway
- Department of Psychology, University of Copenhagen, 1165 Copenhagen, Denmark;
| | - Hermann Burr
- Federal Institute for Occupational Safety and Health (BAuA), 10317 Berlin, Germany; (T.I.); (U.R.)
- Correspondence: ; Tel.: +49-030-515-484355
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Shahidi FV, Smith PM, Oudyk J, Gignac MAM. Longitudinal Reciprocal Relationships Between the Psychosocial Work Environment and Burnout. J Occup Environ Med 2022; 64:226-235. [PMID: 35244087 DOI: 10.1097/jom.0000000000002396] [Citation(s) in RCA: 2] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [Abstract] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 12/15/2022]
Abstract
OBJECTIVE To examine longitudinal reciprocal relationships between the psychosocial work environment and burnout. METHODS We used two-wave cross-lagged panel models to estimate associations between a wide range of psychosocial work factors (ie, job demands, job control, job insecurity, coworker support, supervisor support, and organizational justice) and burnout in a broadly representative sample of the general working population in Canada (n = 453). RESULTS Bidirectional associations between the psychosocial work environment and burnout were observed. Results supported the causal predominance of psychosocial work factors over burnout. Higher job demands, lower job control, higher job insecurity, and lower organizational justice predicted burnout over time. Burnout only predicted lower supervisor support over time. CONCLUSIONS Our findings suggest that stress at work is better understood as a cause rather than a consequence of burnout in the general working population.
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Affiliation(s)
- Faraz Vahid Shahidi
- Institute for Work & Health (Dr Shahidi, Dr Smith, Dr Gignac); Dalla Lana School of Public Health, University of Toronto (Dr Shahidi, Dr Smith, Dr Gignac), Toronto; Department of Epidemiology and Preventive Medicine, Monash University, Australia (Dr Smith); Occupational Health Clinics for Ontario Workers, Hamilton (Mr Oudyk), Ontario, Canada
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Scarpa MP, Di Martino S, Prilleltensky I. Mattering Mediates Between Fairness and Well-being. Front Psychol 2021; 12:744201. [PMID: 34858276 PMCID: PMC8630584 DOI: 10.3389/fpsyg.2021.744201] [Citation(s) in RCA: 8] [Impact Index Per Article: 2.7] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 07/19/2021] [Accepted: 10/01/2021] [Indexed: 11/29/2022] Open
Abstract
Research has suggested a fundamental connection between fairness and well-being at the individual, relational, and societal levels. Mattering is a multidimensional construct consisting of feeling valued by, and adding value to, self and others. Prior studies have attempted to connect mattering to both fairness and a variety of well-being outcomes. Based on these findings, we hypothesize that mattering acts as a mediator between fairness and well-being. This hypothesis was tested through Covariance-Based Structural Equation Modeling (CB-SEM) using multidimensional measures of fairness, mattering, and well-being. Results from a Latent Path Analysis conducted on a representative sample of 1,051U.S. adults provide support to our hypothesis by revealing a strong direct predictive effect of mattering onto well-being and a strong indirect effect of fairness onto well-being through mattering. Results also show that mattering is likely to fully mediate the relationship between fairness and multiple domains of well-being, except in one case, namely, economic well-being. These findings illustrate the value of a focus on mattering to understand the relationship between fairness and well-being and to provide future directions for theory, research, and practice. Theoretical implications for the experience of citizenship and participation, along with cross-cultural considerations, are also discussed.
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Affiliation(s)
- Michael P. Scarpa
- School of Education and Human Development, University of Miami, Coral Gables, FL, United States
| | | | - Isaac Prilleltensky
- School of Education and Human Development, University of Miami, Coral Gables, FL, United States
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Inoue A, Eguchi H, Kachi Y, Tsutsumi A. Organizational Justice and Cognitive Failures in Japanese Employees: A Cross-Sectional Study. J Occup Environ Med 2021; 63:901-906. [PMID: 34016914 DOI: 10.1097/jom.0000000000002268] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/26/2022]
Abstract
OBJECTIVE We examined the association of organizational justice (ie, procedural justice and interactional justice) with cognitive failures, and the mediation effect of psychological distress on this association in Japanese employees. METHODS A total of 189 men and 35 women from two sites of a manufacturing company in Japan were surveyed using a self-administered web-based questionnaire. A multiple mediation analysis was conducted. RESULTS A significant negative total effect of procedural justice on cognitive failures was observed (c = -0.180 [95% confidence interval: -0.315 to -0.044]). Furthermore, the mediation effect of psychological distress was significant (c-c' = -0.213 [95% confidence interval: -0.323 to -0.115]). Similar patterns were observed for interactional justice. CONCLUSIONS Employees may be more likely to experience cognitive failures in daily activities in work settings where organizational justice is lower, which seems to be explained by psychological distress.
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Affiliation(s)
- Akiomi Inoue
- Institutional Research Center, University of Occupational and Environmental Health, Japan, Kitakyushu, Fukuoka, Japan (Dr Inoue), Department of Mental Health, Institute of Industrial Ecological Sciences, University of Occupational and Environmental Health, Japan, Kitakyushu, Fukuoka, Japan (Prof Eguchi), Department of Public Health, Kitasato University School of Medicine, Sagamihara, Kanagawa, Japan (Dr Kachi and Prof Tsutsumi)
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10
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Amiri S, Behnezhad S. Depression symptoms and risk of sick leave: a systematic review and meta-analysis. Int Arch Occup Environ Health 2021; 94:1495-1512. [PMID: 33928429 DOI: 10.1007/s00420-021-01703-0] [Citation(s) in RCA: 2] [Impact Index Per Article: 0.7] [Reference Citation Analysis] [Abstract] [Key Words] [Journal Information] [Subscribe] [Scholar Register] [Received: 09/26/2020] [Accepted: 02/19/2021] [Indexed: 01/24/2023]
Abstract
OBJECTIVES Depression symptoms are one of the most common psychiatric disorders and affect all aspects of life. The impact of depression symptoms on sick leave in the working population is a major issue that requires a more comprehensive examination. METHODS This systematic review used the PRISMA method to identify eligible studies (n = 15). Subsequently, the association between depression symptoms and sick leave was examined and several important subgroup analyses were performed. RESULTS Depression symptoms were associated with sick leave, with an overall risk ratio (RR) of 1.52 [95% confidence interval (95% CI) 1.34-1.73]. In men, the result displayed RR 2.19 (95% CI 1.17-4.09) and in women, the result showed RR 1.54 (95% CI 1.35-1.76). Additional subgroup analyses that account for methodological differences across studies based on the method of assessing depression symptoms and sick leave showed that this association was consistent. CONCLUSION Depression symptoms are associated with sick leave. Given that sick leave can have an economic and social burden, more attention to depression symptoms is necessary.
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Affiliation(s)
- Sohrab Amiri
- Medicine, Quran and Hadith Research Center, Baqiyatallah University of Medical Sciences, Tehran, Iran. .,Behavioral Sciences Research Center, Lifestyle Institute, Baqiyatallah University of Medical Sciences, Tehran, Iran.
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Villotti P, Gragnano A, Larivière C, Negrini A, Dionne CE, Corbière M. Tools Appraisal of Organizational Factors Associated with Return-to-Work in Workers on Sick Leave Due to Musculoskeletal and Common Mental Disorders: A Systematic Search and Review. JOURNAL OF OCCUPATIONAL REHABILITATION 2021; 31:7-25. [PMID: 32440855 DOI: 10.1007/s10926-020-09902-1] [Citation(s) in RCA: 5] [Impact Index Per Article: 1.7] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 05/23/2023]
Abstract
Purpose The objective of this study was to identify organizational factors that are predictive of return-to-work (RTW) among workers with musculoskeletal (MSD) and common mental disorders (CMD), and to subsequently catalogue and characterize the questionnaires (tools) used to measure them. Methods A systematic search on PubMed, Web of Science and PsycINFO library databases and grey literature was conducted. First, a list of organizational factors predictive of RTW for the two populations considered was built. Second, the questionnaires used to measure these factors were retrieved. Third, we looked in the scientific literature for studies on the psychometric properties and practical relevance of these questionnaires. Results Among the factors retained, perceived social support from supervisor and co-workers, work accommodations, and job strain were identified as common RTW factors. Other risk/protective factors, and associated tools, specifically targeting either people with MSD or CMD were also analysed. Conclusions Researchers and practitioners are often uncertain of which tools to use to measure organizational factors which can facilitate or hinder RTW. This study provides an evaluation of the tools measuring predictive organizational RTW factors in people with MSD and CMD. The identified tools can be used in everyday practice and/or research.
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Affiliation(s)
- Patrizia Villotti
- Career counselling - Department of Education, Université du Québec à Montréal, 1205 rue St-Denis, Montréal, QC, H2X 3R9, Canada.
| | - Andrea Gragnano
- Department of Psychology, Università degli Studi di Milano-Bicocca, Milan, Italy
| | - Christian Larivière
- Institut de recherche Robert-Sauvé en santé et en sécurité du travail, Montréal, Canada
| | - Alessia Negrini
- Institut de recherche Robert-Sauvé en santé et en sécurité du travail, Montréal, Canada
| | - Clermont E Dionne
- Department of Rehabilitation, Faculty of Medicine, Université Laval, Québec, Canada
- Axe Santé des populations et pratiques optimales en santé, Centre de recherche du CHU de Québec-Université Laval, Québec, Canada
| | - Marc Corbière
- Career counselling - Department of Education, Université du Québec à Montréal, 1205 rue St-Denis, Montréal, QC, H2X 3R9, Canada
- Centre de recherche de l'Institut universitaire en santé mentale de Montréal, Montréal, Canada
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Burhan OK, van Leeuwen E, Scheepers D. On the hiring of kin in organizations: Perceived nepotism and its implications for fairness perceptions and the willingness to join an organization. ORGANIZATIONAL BEHAVIOR AND HUMAN DECISION PROCESSES 2020. [DOI: 10.1016/j.obhdp.2020.03.012] [Citation(s) in RCA: 2] [Impact Index Per Article: 0.5] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 10/24/2022]
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13
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Zhao F, Ahmed F, Faraz NA. Caring for the caregiver during COVID-19 outbreak: Does inclusive leadership improve psychological safety and curb psychological distress? A cross-sectional study. Int J Nurs Stud 2020; 110:103725. [PMID: 32810720 PMCID: PMC7390759 DOI: 10.1016/j.ijnurstu.2020.103725] [Citation(s) in RCA: 63] [Impact Index Per Article: 15.8] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 04/09/2020] [Revised: 07/17/2020] [Accepted: 07/20/2020] [Indexed: 12/30/2022]
Abstract
BACKGROUND Public health emergencies and epidemics shatter the assumptions of the world as a safe place. Healthcare workers are at the forefront of such pressures resulting from a persistent threat to their safety and well being. It is therefore important to study such mechanisms that can influence and predict the psychological distress of nurses OBJECTIVES: While there is an increasing number of studies on positive outcomes of leadership styles, their influence on curbing unwanted adverse outcomes is scarce. This study aims to observe the influence of an inclusive leadership style on psychological distress while assessing the mediating role of psychological safety. It uses the theoretical lens of job demands-resources theory and the theory of shattered assumptions to develop and test hypotheses. DESIGN Cross-Sectional Study with Temporal Separation SETTINGS AND PARTICIPANTS: The researchers recruited 451 on-duty registered nurses from 5 hospitals providing patient care during the highly infectious phase of COVID-19 in January 2020 in Wuhan city, the epicentre of the outbreak in China METHODS: After obtaining permission from hospital administration, data were collected through an online questionnaire survey in three stages with temporal separation to avoid common method bias. Partial least square structural equation modelling was used to analyze data. The study controlled for effects of age, gender, experience, working hours and education. RESULTS Hypothesized relationships proved significant. Inclusive leadership has an inverse relationship with psychological distress with a strong path-coefficient. Psychological safety mediates the relationship between inclusive leadership and psychological distress while explaining 28.6% variance. Multi-group analysis results indicate no significant differences between respondents based on these control variables CONCLUSIONS: Recurring or prolonged experiences of stress and anxiety at the workplace, without a mechanism to counter such effects, can culminate into psychological distress. Inclusive leadership style can serve as such a mechanism to curb psychological distress for healthcare workers by creating a psychologically safe environment.
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Affiliation(s)
- Fuqiang Zhao
- School of Management, Wuhan University of Technology, Wuhan 430070, PR China.
| | - Fawad Ahmed
- School of Management, Wuhan University of Technology, Wuhan 430070, PR China.
| | - Naveed Ahmad Faraz
- School of Management, Wuhan University of Technology, Wuhan 430070, PR China.
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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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Ahmed F, Zhao F, Faraz NA. How and When Does Inclusive Leadership Curb Psychological Distress During a Crisis? Evidence From the COVID-19 Outbreak. Front Psychol 2020; 11:1898. [PMID: 32849111 PMCID: PMC7423991 DOI: 10.3389/fpsyg.2020.01898] [Citation(s) in RCA: 35] [Impact Index Per Article: 8.8] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 05/22/2020] [Accepted: 07/09/2020] [Indexed: 12/12/2022] Open
Abstract
Traumatic events such as a pandemic shatter the assumption of the workplace as a safe place. Nurses face risks of life-threatening infection, which can create psychological distress. Quality of care for infected patients depends on mental well-being of nurses which calls for research on predictors of stress among health care workers. Responding to a call for research on the effects of leadership styles on psychological distress during traumatic events, this paper uses the theoretical lens of social exchange theory and contributes to literature on relationships between inclusive leadership, psychological distress, work engagement, and self-sacrifice. Participants of this cross sectional study included 497 registered nurses from five hospitals in Wuhan. Data were collected with temporal separation through an online questionnaire. Partial least-squares structural equation modeling was used to analyze data. Results show inclusive leadership has a significant negative relationship with psychological distress. Work engagement mediates this relationship, and nurses’ self-sacrificial behavior moderates it. Findings indicate inclusive leadership style serves as a sustainable mechanism to reduce psychological distress during pandemics. It can operationalize the delivery of mental health support in real-time in work settings. Results provide empirical support for social exchange theory through high work engagement to help control psychological distress among nurses.
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Affiliation(s)
- Fawad Ahmed
- School of Management, Wuhan University of Technology, Wuhan, China
| | - Fuqiang Zhao
- School of Management, Wuhan University of Technology, Wuhan, China
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Relationship between workplace spirituality, organizational justice and mental health: mediation role of employee engagement. JOURNAL OF ADVANCES IN MANAGEMENT RESEARCH 2020. [DOI: 10.1108/jamr-01-2020-0007] [Citation(s) in RCA: 18] [Impact Index Per Article: 4.5] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
Abstract
PurposeWorkplace spirituality is presently a prominent research topic and is gaining recognition and importance among industry professionals and academicians. Workplace spirituality is defined as a sense of community, meaningful work and organizational values. The purpose of this research paper is to investigate the relationship between workplace spirituality and mental health, wherein employee engagement is considered as a mediator. Furthermore, this study examines the mediating role of employee engagement in the relationship between organizational justice and mental health.Design/methodology/approachData were gathered from 344 information technology professionals working in India. Structural equation modelling was used to evaluate the model fit of workplace spirituality and its relationship to employee engagement, organizational justice and mental health.FindingsThe results revealed that workplace spirituality and organizational justice significantly and positively predict employee engagement, which is significantly related to employee mental health. The results also revealed that employee engagement significantly partially mediates the relationship between workplace spirituality and mental health as well as the relationship between organizational justice and mental health.Research limitations/implicationsResults of research guide HR professionals, employee mental health concerns can be addressed by promoting workplace spirituality, improving employee engagement strategies and implementing organizational justice policies that are perceived to be fair. This study makes a significant contribution to the extant literature regarding mental health issues in the IT sector.Originality/valueFindings of this research contribute to the area of human resource management and employee engagement. The current study fills a gap in the extant literature by investigating employee engagement intervening mechanism between organizational justice, workplace spirituality and mental health.
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Performance appraisal, justice and organizational effectiveness: a comparison between two universities. INTERNATIONAL JOURNAL OF PRODUCTIVITY AND PERFORMANCE MANAGEMENT 2020. [DOI: 10.1108/ijppm-05-2019-0229] [Citation(s) in RCA: 6] [Impact Index Per Article: 1.5] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
Abstract
PurposeThe purpose of this paper is to identify how the design of a performance appraisal system (PAS) affects the perceived justice of academic employees (AE) about their performance appraisal (PA) and how this is associated with organizational effectiveness in terms of organizational leadership (OL).Design/methodology/approachThe study subjects are two economic faculties of two Estonian public universities. The data for the study were collected using the PA Survey with a total of 82 AEs, OL Capability Questionnaire with a total of 72 AEs and the organizations' documents to analyze PAS. Assessment and analysis of the data included: the measurement of PAS design; the measurement of perceived justice from PA; the measurement of organizational leadership capability; analysis of the results gained from studying perceived justice from different PAS designs and organizational effectiveness in terms of OL.FindingsUltimately, the study reveals that PAS design affects academic employees' perception of distributive justice and organizational external effectiveness in terms of OL but does not affect academic employees' perception of procedural justice and organizational internal effectiveness in terms of OL.Research limitations/implicationsThis study suggests that organizational effectiveness depends on perceived justice of employees from the design of PAS. However, the results of this study are valid in the arrangements of academic jobs in universities and in similar or close context of Estonian culture.Originality/valueThis paper demonstrates the role of PAS design in conditions of intellectual job arrangement in universities with its influence on organizational effectiveness in the context of OL.
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Persson V, Eib C, Bernhard-Oettel C, Leineweber C. Effects of procedural justice on prospective antidepressant medication prescription: a longitudinal study on Swedish workers. BMC Public Health 2020; 20:488. [PMID: 32293371 PMCID: PMC7161014 DOI: 10.1186/s12889-020-08560-5] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.3] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Journal Information] [Subscribe] [Scholar Register] [Received: 11/27/2019] [Accepted: 03/20/2020] [Indexed: 11/10/2022] Open
Abstract
BACKGROUND Procedural justice has been linked to several mental health problems, but most studies have used self-reported data. There exist a need to assess the link between procedural justice and health using outcomes that are not only self-reported. The aim of the current study was to examine whether perceived procedural justice at work is prospectively associated with antidepressant medication prescription. METHODS Data from 4374 participants from the Swedish Longitudinal Survey of Health (SLOSH) were linked to the Swedish National Prescribed Drug register. Based on their perceived procedural justice at two times (2010 and 2012), participants were divided into four groups: stable low, increasing, decreasing and stable high justice perceptions. Using Cox regression, we studied how the course of stability and change in perceived procedural justice affected the rate of prescription of antidepressant medication over the next 2 years. Participants with missing data and those who had been prescribed antidepressant medication in the period leading up to 2012 were excluded in the main analyses to determine incident morbidity. RESULTS The results showed that after adjustment for sex, age, education, socioeconomic position, marital status, and insecure employment a decrease in perceived procedural justice over time was associated with greater receipt of antidepressants compared to people with stable high perceptions of procedural justice (HR 1.76, 95% CI: 1.16 to 2.68). Being female and having insecure employment were also associated with higher hazards of antidepressant prescription. CONCLUSIONS These findings strengthen the notion that procedural justice at work influences psychological well-being, as well as provide new insights into how procedural justice perceptions may affect mental health.
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Affiliation(s)
- Viktor Persson
- Stress Research Institute, Stockholm University, Stockholm, Sweden.
| | - Constanze Eib
- Stress Research Institute, Stockholm University, Stockholm, Sweden.,Department of Psychology, Uppsala University, Uppsala, Sweden
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Pietiläinen M, Nätti J, Ojala S. Perceived gender discrimination at work and subsequent long-term sickness absence among Finnish employed women. Eur J Public Health 2020; 30:311-316. [PMID: 31697306 DOI: 10.1093/eurpub/ckz156] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.3] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/13/2022] Open
Abstract
BACKGROUND Discrimination has many kinds of consequences for employees and their well-being. This is an important aspect when considering certain issues, such as the need to prolong working careers. The objective of this study is to investigate the association of perceived gender discrimination at work with subsequent long-term sickness absence among Finnish employed women. METHODS We used a representative sample of Finnish employed women (n = 8000) merged with register-based follow-up data. We examined the relationships of control variables with gender discrimination using cross tabulation, and the relationships of the controls with subsequent sickness absences were examined using analyses of variance. The effects of gender discrimination on long-term sickness absence were analysed using a negative binomial model. RESULTS Perceived gender discrimination increased long-term sickness absence among employed women after controlling for age discrimination, various background, work and health-related factors. Employed women reporting perceived gender discrimination had a 1.4-times higher incidence rate ratios (IRR) of long-term sickness absence than those not reporting perceived gender discrimination. The association was strongest among upper-level socioeconomic group (IRR 2.2) in the adjusted model. CONCLUSIONS Our findings suggest that gender discrimination at work is a risk factor for long sickness absence among women. Therefore, it is essential to increase awareness and prevention of discrimination to reduce negative gender-based treatment at work.
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Affiliation(s)
- Marjut Pietiläinen
- Faculty of Social Sciences, Tampere University, Tampere, Finland.,Statistics Finland, Helsinki, Finland
| | - Jouko Nätti
- Faculty of Social Sciences, Tampere University, Tampere, Finland
| | - Satu Ojala
- Faculty of Social Sciences, Tampere University, Tampere, Finland
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Meier-Credner A, Muschalla B. Kann Ungerechtigkeit bei der Arbeit krank machen? Grundannahmen, subjektive Wahrnehmung und Person-Job-Fit. VERHALTENSTHERAPIE 2019. [DOI: 10.1159/000502920] [Citation(s) in RCA: 4] [Impact Index Per Article: 0.8] [Reference Citation Analysis] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/19/2022]
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Åhlin JK, LaMontagne AD, Magnusson Hanson LL. Are there bidirectional relationships between psychosocial work characteristics and depressive symptoms? A fixed effects analysis of Swedish national panel survey data. Occup Environ Med 2019; 76:455-461. [PMID: 31055470 PMCID: PMC6585270 DOI: 10.1136/oemed-2018-105450] [Citation(s) in RCA: 22] [Impact Index Per Article: 4.4] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Grants] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 08/23/2018] [Revised: 03/25/2019] [Accepted: 04/16/2019] [Indexed: 11/12/2022]
Abstract
OBJECTIVES Psychosocial work characteristics have been prospectively associated with depressive symptoms. However, methodological limitations have raised questions regarding causality. It is also unclear to what extent depressive symptoms affect the experience of the psychosocial work environment. We examined contemporaneous (measured simultaneously) and lagged bidirectional relationships between psychosocial work characteristics and depressive symptoms, simultaneously controlling for time-stable individual characteristics. METHODS We included 3947 subjects in the Swedish Longitudinal Occupational Survey of Health (SLOSH), with self-reported job demands, control, social support, work efforts, rewards, procedural justice and depressive symptoms in four waves 2010-2016. We applied dynamic panel models with fixed effects, using structural equation modelling, adjusting for all time-stable individual characteristics such as personality and pre-employment factors. RESULTS Higher levels of job demands, job demands in relation to control, work efforts and efforts in relation to rewards were contemporaneously associated with more depressive symptoms (standardised β: 0.18-0.25, p<0.001), while higher levels of workplace social support, rewards at work and procedural justice were associated with less depressive symptoms (β: -0.18, p<0.001,β: -0.16, p<0.001 and β: -0.09, p<0.01, respectively). In contrast, only work efforts predicted higher levels of depressive symptoms 2 years later (β: 0.05, p<0.05). No other lagged associations were found in any direction. CONCLUSIONS After controlling for all time-invariant confounding, our results suggest that psychosocial work characteristics predominantly affect depressive symptoms immediately or with only a short time lag. Furthermore, we found no evidence of reverse causation. This indicates short-term causal associations, although the temporal precedence of psychosocial work characteristics remains uncertain.
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Affiliation(s)
- Julia K Åhlin
- Stress Research Institute, Stockholm University, Stockholm, Sweden
| | - Anthony D LaMontagne
- Centre for Population Health Research, Deakin University, Geelong, Victoria, Australia
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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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de Vries H, Fishta A, Weikert B, Rodriguez Sanchez A, Wegewitz U. Determinants of Sickness Absence and Return to Work Among Employees with Common Mental Disorders: A Scoping Review. JOURNAL OF OCCUPATIONAL REHABILITATION 2018; 28:393-417. [PMID: 28980107 PMCID: PMC6096498 DOI: 10.1007/s10926-017-9730-1] [Citation(s) in RCA: 118] [Impact Index Per Article: 19.7] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 05/05/2023]
Abstract
Purpose To present an overview of the existing evidence on prognostic factors of (recurrent) sickness absence (SA) and return to work (RTW) among workers with a common mental disorder (CMD). This scoping review provides information about determinants for SA and RTW, which could be used to develop better interventions aimed at the prevention of SA and promotion of RTW among workers with a CMD. Methods Relevant articles were identified in PubMed, Embase, PsycINFO, PSYNDEX, and SINGLE up to October 2016. In order to be included, studies should provide insight into prognostic factors of SA or RTW of workers with a CMD. We classified all factors according to the domains of the International Classification of Functioning, Disability and Health. Results Our searches identified 2447 possible relevant articles, of which 71 were included for data extraction. There is consistent evidence in ≥3 studies that previous episodes of CMD, higher symptom severity, previous absenteeism, co-morbidity, high job demands, low job control, high job strain, female gender, lower educational level, smoking behavior, and low perceived general health are predictors of SA in people with CMDs. Earlier RTW is consistently predicted by lower symptom severity, having no previous absenteeism, younger age, and positive expectations concerning sick-leave duration or RTW. Conclusions The amount of research on determinants for SA and RTW in workers with CMD has increased dramatically in recent years, although most studies are from the Netherlands and Scandinavia. There are some research gaps identified in this scoping review that need further attention in primary and secondary studies. Based on the summary of the evidence, we provide guidance for policy, practice and research.
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Affiliation(s)
- Haitze de Vries
- Department of Health Sciences, Community and Occupational Medicine, University Medical Center Groningen, University of Groningen, Hanzeplein 1, Postbus 30001, 9700 RB, Groningen, The Netherlands.
| | - Alba Fishta
- Department of Evidence-based Occupational Health, Workplace Health Management, Federal Institute for Occupational Safety and Health (BAuA), Berlin, Germany
| | - Beate Weikert
- Department of Evidence-based Occupational Health, Workplace Health Management, Federal Institute for Occupational Safety and Health (BAuA), Berlin, Germany
| | - Alejandra Rodriguez Sanchez
- Department of Evidence-based Occupational Health, Workplace Health Management, Federal Institute for Occupational Safety and Health (BAuA), Berlin, Germany
| | - Uta Wegewitz
- Department of Evidence-based Occupational Health, Workplace Health Management, Federal Institute for Occupational Safety and Health (BAuA), Berlin, Germany
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Association between organizational justice and depressive symptoms among securities company workers. Ann Occup Environ Med 2018; 31:e7. [PMID: 31543968 PMCID: PMC6751775 DOI: 10.35371/aoem.2019.31.e7] [Citation(s) in RCA: 2] [Impact Index Per Article: 0.3] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 03/12/2019] [Accepted: 05/24/2019] [Indexed: 11/23/2022] Open
Abstract
Background The organizational justice model can evaluate job stressor from decision-making process, attitude of managerial or senior staff toward their junior workers, and unfair resource distribution. Stress from organizational injustice could be harmful to workers' mental health. The purpose of this study is to explore the association between organizational justice and depressive symptoms in a securities company. Methods To estimate organizational justice, a translated Moorman's organizational justice evaluation questionnaire (Korean) was employed. Cronbach's α coefficient was estimated to assess the internal consistency of the translated questionnaire. To assess depressive symptoms, the Center for Epidemiologic Studies Depression (CES-D) scale was used. The link between the sub-concepts of the organizational justice model and depressive symptoms was assessed utilizing multiple logistic regression models. Results The risk of depressive symptoms was significantly higher among workers with higher levels of all subcategory of organizational injustice. In the full adjusted model odds ratio (OR) of higher level of procedural injustice 2.79 (95% confidence interval [CI], 1.58–4.90), OR of the higher level of relational injustice 4.25 (95% CI, 2.66–6.78), OR of higher level of distributional injustice 4.53 (95% CI, 2.63–7.83) respectively. Cronbach's α coefficient of the Korean version was 0.93 for procedural justice, 0.93 for relational justice, and 0.95 for distributive justice. Conclusions A higher level of organizational injustice was linked to higher prevalence of depressive symptoms among workers in a company of financial industry.
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Leineweber C, Bernhard-Oettel C, Peristera P, Eib C, Nyberg A, Westerlund H. Interactional justice at work is related to sickness absence: a study using repeated measures in the Swedish working population. BMC Public Health 2017; 17:912. [PMID: 29216856 PMCID: PMC5721595 DOI: 10.1186/s12889-017-4899-y] [Citation(s) in RCA: 13] [Impact Index Per Article: 1.9] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 06/21/2017] [Accepted: 11/12/2017] [Indexed: 11/25/2022] Open
Abstract
Background Research has shown that perceived unfairness contributes to higher rates of sickness absence. While shorter, but more frequent periods of sickness absence might be a possibility for the individual to get relief from high strain, long-term sickness absence might be a sign of more serious health problems. The Uncertainty Management Model suggests that justice is particularly important in times of uncertainty, e.g. perceived job insecurity. The present study investigated the association between interpersonal and informational justice at work with long and frequent sickness absence respectively, under conditions of job insecurity. Methods Data were derived from the 2010, 2012, and 2014 biennial waves of the Swedish Longitudinal Occupational Survey of Health (SLOSH). The final analytic sample consisted of 19,493 individuals. We applied repeated measures regression analyses through generalized estimating equations (GEE), a method for longitudinal data that simultaneously analyses variables at different time points. We calculated risk of long and frequent sickness absence, respectively in relation to interpersonal and informational justice taking perceptions of job insecurity into account. Results We found informational and interpersonal justice to be associated with risk of long and frequent sickness absence independently of job insecurity and demographic variables. Results from autoregressive GEE provided some support for a causal relationship between justice perceptions and sickness absence. Contrary to expectations, we found no interaction between justice and job insecurity. Conclusions Our results underline the need for fair and just treatment of employees irrespective of perceived job insecurity in order to keep the workforce healthy and to minimize lost work days due to sickness absence. Electronic supplementary material The online version of this article (10.1186/s12889-017-4899-y) contains supplementary material, which is available to authorized users.
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Affiliation(s)
| | | | | | - Constanze Eib
- Norwich Business School, University of East Anglia, Norwich, UK
| | - Anna Nyberg
- Stress Research Institute, Stockholm University, Stockholm, Sweden
| | - Hugo Westerlund
- Stress Research Institute, Stockholm University, Stockholm, Sweden
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27
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Supervisor motivating styles and legitimacy: moderation and mediation models. JOURNAL OF MANAGERIAL PSYCHOLOGY 2017. [DOI: 10.1108/jmp-01-2017-0043] [Citation(s) in RCA: 3] [Impact Index Per Article: 0.4] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
Abstract
Purpose
The purpose of this paper is to examine the mediating and moderating roles of perceived supervisor legitimacy in the association between perceived supervisor motivating styles and subordinate functioning. Specifically, based on Self-Determination Theory (SDT), two supervisory motivating styles were examined: the autonomy-supportive style, characterized by nurturing employees’ inner motivational resources, and the controlling style, in which supervisors pressure their employees to behave in specific manager-directed ways. Legitimacy was defined according to the Relational Model of Authority (RMA).
Design/methodology/approach
An online survey was administered to a sample of 252 employees. Moderation and mediation analyses were conducted to test the hypotheses.
Findings
The autonomy-supportive motivating style, but not the controlling style, was linked to employee work-related outcomes (i.e. job satisfaction, commitment, engagement, burnout, and depression) through perceived legitimacy. Legitimacy buffered the negative impact of the controlled orientation on burnout and depression.
Originality/value
Taken together, the results suggest that legitimacy as a resource may be enhanced by autonomy support and can also minimize the harmful consequences of controlling supervisory behaviors. The theoretical implications of integrating SDT with RMA and the practical implications of these findings are discussed.
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Havermans BM, Boot CRL, Hoekstra T, Houtman ILD, Brouwers EPM, Anema JR, van der Beek AJ. The association between exposure to psychosocial work factors and mental health in older employees, a 3-year follow-up study. Int Arch Occup Environ Health 2017; 91:57-66. [PMID: 28921049 PMCID: PMC5752729 DOI: 10.1007/s00420-017-1261-8] [Citation(s) in RCA: 6] [Impact Index Per Article: 0.9] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 10/24/2016] [Accepted: 09/13/2017] [Indexed: 11/17/2022]
Abstract
Purpose Unfavourable exposure to psychosocial work factors threatens older employees’ mental health, and their sustained employment. This study assesses whether an improved compared to stable unfavourable and stable favourable exposure to psychosocial work factors is associated with a change in mental health in older employees at 3-year follow-up. Methods The current study used data from the Study on Transitions in Employment, Ability and Motivation (STREAM), in workers aged 45–65 years (n = 5249). Two-year (2010–2012) exposure was assessed for psychological demands, autonomy, support, mental load, and distributive justice. Linear regression analyses were performed to compare improved exposure to unfavourable psychosocial work factors with stable unfavourable and stable favourable exposure and mental health at follow-up (2013), corrected for confounders. Analyses were stratified for age groups (45–54 and 55–65 years) and gender. Results In certain subgroups, stable unfavourable exposure to psychological demands, autonomy, support, and distributive justice was associated with a significantly lower mental health score than improved exposure. Stable favourable exposure to support was associated with a higher mental health score than improved support, whereas stable favourable exposure to autonomy was associated with a lower mental health score compared to improved exposure. Conclusions There is a longitudinal association between changes in exposure to psychosocial work factors and mental health. Improvement in unfavourable exposure to psychosocial work factors was associated with improved mental health. This is important information for organisations that consider deploying measures to improve the psychosocial work environment of older workers. Electronic supplementary material The online version of this article (doi:10.1007/s00420-017-1261-8) contains supplementary material, which is available to authorized users.
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Affiliation(s)
- Bo M Havermans
- Department of Public and Occupational Health, EMGO Institute for Health and Care Research, VU University Medical Center, PO Box 7057, 1007 MB, Amsterdam, The Netherlands.,Body@Work, Research Center Physical Activity, Work and Health, TNO-VU University Medical Center, Amsterdam, The Netherlands
| | - Cécile R L Boot
- Department of Public and Occupational Health, EMGO Institute for Health and Care Research, VU University Medical Center, PO Box 7057, 1007 MB, Amsterdam, The Netherlands. .,Body@Work, Research Center Physical Activity, Work and Health, TNO-VU University Medical Center, Amsterdam, The Netherlands.
| | - Trynke Hoekstra
- Department of Epidemiology and Biostatistics, EMGO Institute for Health and Care Research, VU University Medical Center, Amsterdam, The Netherlands
| | - Irene L D Houtman
- Body@Work, Research Center Physical Activity, Work and Health, TNO-VU University Medical Center, Amsterdam, The Netherlands.,Netherlands Organisation for Applied Scientific Research, TNO, Leiden, The Netherlands
| | - Evelien P M Brouwers
- School of Social and Behavioural Sciences, Tilburg University, Tranzo, Tilburg, The Netherlands
| | - Johannes R Anema
- Department of Public and Occupational Health, EMGO Institute for Health and Care Research, VU University Medical Center, PO Box 7057, 1007 MB, Amsterdam, The Netherlands.,Body@Work, Research Center Physical Activity, Work and Health, TNO-VU University Medical Center, Amsterdam, The Netherlands
| | - Allard J van der Beek
- Department of Public and Occupational Health, EMGO Institute for Health and Care Research, VU University Medical Center, PO Box 7057, 1007 MB, Amsterdam, The Netherlands.,Body@Work, Research Center Physical Activity, Work and Health, TNO-VU University Medical Center, Amsterdam, The Netherlands
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Lights and Shadows of Business-Nonprofit Partnerships: The Role of Nonprofit Learning and Empowerment in this Ethical Puzzle. SUSTAINABILITY 2017. [DOI: 10.3390/su9081410] [Citation(s) in RCA: 8] [Impact Index Per Article: 1.1] [Reference Citation Analysis] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/16/2022]
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Spanier K, Peters E, Michel E, Radoschewski FM, Bethge M. Associations between organizational injustice and work ability, self-reported disability days, and medical consultations: cross-sectional findings from employees with prior sickness absence payments. Int Arch Occup Environ Health 2017; 90:789-797. [DOI: 10.1007/s00420-017-1242-y] [Citation(s) in RCA: 5] [Impact Index Per Article: 0.7] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 09/16/2016] [Accepted: 06/26/2017] [Indexed: 11/24/2022]
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Oh H, Park H, Boo S. Mental health status and its predictors among call center employees: A cross-sectional study. Nurs Health Sci 2017; 19:228-236. [DOI: 10.1111/nhs.12334] [Citation(s) in RCA: 17] [Impact Index Per Article: 2.4] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 07/28/2016] [Revised: 12/15/2016] [Accepted: 12/27/2016] [Indexed: 11/29/2022]
Affiliation(s)
- Hyunjin Oh
- College of Nursing; Gachon University; Incheon South Korea
| | - Heyeon Park
- Clinical Support Center; Seoul National University Bundang Hospital; Seongnam South Korea
| | - Sunjoo Boo
- College of Nursing, Institute of Nursing Science; Ajou University; Suwon South Korea
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Loerbroks A, Cho SI, Dollard MF, Zou J, Fischer JE, Jiang Y, Angerer P, Herr RM, Li J. Associations between work stress and suicidal ideation: Individual-participant data from six cross-sectional studies. J Psychosom Res 2016; 90:62-69. [PMID: 27772561 DOI: 10.1016/j.jpsychores.2016.09.008] [Citation(s) in RCA: 35] [Impact Index Per Article: 4.4] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Submit a Manuscript] [Subscribe] [Scholar Register] [Received: 06/01/2016] [Revised: 08/31/2016] [Accepted: 09/13/2016] [Indexed: 11/16/2022]
Abstract
OBJECTIVE Epidemiological evidence suggests that work stress is associated with suicidal ideation (SI). However, only few studies in this area have drawn on well-established theoretical work stress models (i.e., the job-demand-control [JDC] model, the effort-reward-imbalance [ERI] model, and the model of organizational injustice [OJ]). Utilization of such models allows though for theory-based assessments and workplace interventions. Since evidence on those models' relationship with suicide-related outcomes is currently inconclusive (with regard to JDC), markedly sparse (OJ) or lacking (ERI), we aimed to provide additional or initial evidence. METHODS We drew on original data from six cross-sectional studies, which were conducted in four countries (i.e., South Korea, China, Australia, and Germany). Work stress was measured by established questionnaires and was categorized into tertiles. In each study, SI was assessed by either one or two items taken from validated scales. Associations of work stress with SI were estimated for each study and were pooled across studies using multivariate random-effects logistic modeling. RESULTS In the pooled analyses (n=12,422) all three work stress models were significantly associated with SI with odds ratios fluctuating around 2. For instance, the pooled odds ratios for highest versus lowest work stress exposure in terms of job strain, OJ, and ERI equalled 1.91 (95% confidence interval [CI]=1.52, 2.41), 1.98 (95% CI=1.48, 2.65), and 2.77 (95% CI=1.57, 4.88), respectively. Patterns of associations were largely consistent across the individual studies. CONCLUSION Our study provides robust evidence of a positive association between work stress and SI.
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Affiliation(s)
- Adrian Loerbroks
- Institute of Occupational, Social and Environmental Medicine, Centre for Health and Society, Faculty of Medicine, University of Düsseldorf, Düsseldorf, Germany; Mannheim Institute of Public Health, Social and Preventive Medicine, Medical Faculty Mannheim, Heidelberg University, Mannheim, Germany.
| | - Sung-Il Cho
- Graduate School of Public Health and Institute of Health and Environment, Seoul National University, Seoul, Republic of Korea
| | - Maureen F Dollard
- Asia Pacific Centre for Work Health and Safety, School of Psychology, Social Work and Social Policy, University of South Australia, Magill Campus, Adelaide, Australia
| | - Jianfang Zou
- Shandong Academy for Occupational Health and Occupational Medicine, Shandong Academy of Medical Sciences, Jinan, China
| | - Joachim E Fischer
- Mannheim Institute of Public Health, Social and Preventive Medicine, Medical Faculty Mannheim, Heidelberg University, Mannheim, Germany
| | - Yueying Jiang
- School of Nursing, Xinjiang Medical University, Urumqi, China
| | - Peter Angerer
- Institute of Occupational, Social and Environmental Medicine, Centre for Health and Society, Faculty of Medicine, University of Düsseldorf, Düsseldorf, Germany
| | - Raphael M Herr
- Institute of Occupational, Social and Environmental Medicine, Centre for Health and Society, Faculty of Medicine, University of Düsseldorf, Düsseldorf, Germany; Mannheim Institute of Public Health, Social and Preventive Medicine, Medical Faculty Mannheim, Heidelberg University, Mannheim, Germany
| | - Jian Li
- Institute of Occupational, Social and Environmental Medicine, Centre for Health and Society, Faculty of Medicine, University of Düsseldorf, Düsseldorf, Germany
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Perceived Age Discrimination at Work and Subsequent Long-Term Sickness Absence Among Finnish Employees. J Occup Environ Med 2016; 57:801-5. [PMID: 26147548 DOI: 10.1097/jom.0000000000000468] [Citation(s) in RCA: 9] [Impact Index Per Article: 1.1] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/26/2022]
Abstract
OBJECTIVE To investigate the association of perceived age discrimination at work with subsequent long-term sickness absence among Finnish employees. METHODS A representative sample of Finnish employees (n = 6322) was merged with register-based follow-up data. A negative binomial model was used in the analysis of subsequent sickness absence days. RESULTS Perceived age discrimination was associated to long-term sickness absence after controlling various background, work, and health-related factors. CONCLUSIONS Age discrimination at work is a significant risk factor for sickness absence.
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Grataloup M, Massardier-Pilonchéry A, Bergeret A, Fassier JB. Job Restrictions for Healthcare Workers with Musculoskeletal Disorders: Consequences from the Superior's Viewpoint. JOURNAL OF OCCUPATIONAL REHABILITATION 2016; 26:245-252. [PMID: 26408192 DOI: 10.1007/s10926-015-9609-y] [Citation(s) in RCA: 5] [Impact Index Per Article: 0.6] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 06/05/2023]
Abstract
Objective Many workers suffer from musculoskeletal disorders. In France, occupational physicians are able to set job aptitude restrictions obliging employers to adapt the worker's job. The present study explored the impact of job restriction from the point of view of the employees' supervisors. Methods A qualitative study was conducted in 3 public hospitals. 12 focus groups were organized, involving 61 charge nurses and head nurses supervising 1 or more workers restricted for heavy lifting or repetitive movements. Discussions were recorded for qualitative thematic analysis. Results Charge and head nurses complained that aptitude restrictions were insufficiently precise, could not be respected and failed to mention residual capability. A context of personnel cuts, absenteeism and productivity demands entailed a need for polyvalence and reorganization threatening the permanence of adapted jobs. Job restrictions had several negative consequences for the charge and head nurses, including overwork, increased conflict, and feelings of isolation and organizational injustice. Conclusion Protecting the individual interests of workers with health issues may infringe on the interests of their supervisors and colleagues, whose perception of organizational justice may go some way to explaining the support or rejection they show toward restricted workers. This paradox should be explicitly explored and discussed.
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Affiliation(s)
- M Grataloup
- UMRESTTE (UMR T 9405), Université Claude Bernard Lyon 1, 8 Avenue Rockefeller, 69373, Lyon Cedex 08, France
| | - A Massardier-Pilonchéry
- UMRESTTE (UMR T 9405), Université Claude Bernard Lyon 1, 8 Avenue Rockefeller, 69373, Lyon Cedex 08, France
- Occupational Heath and Medicine Department, Hospices Civils de Lyon, Lyon, France
| | - A Bergeret
- UMRESTTE (UMR T 9405), Université Claude Bernard Lyon 1, 8 Avenue Rockefeller, 69373, Lyon Cedex 08, France
- Occupational Heath and Medicine Department, Hospices Civils de Lyon, Lyon, France
| | - Jean-Baptiste Fassier
- UMRESTTE (UMR T 9405), Université Claude Bernard Lyon 1, 8 Avenue Rockefeller, 69373, Lyon Cedex 08, France.
- Occupational Heath and Medicine Department, Hospices Civils de Lyon, Lyon, France.
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Organizational Justice and Physiological Coronary Heart Disease Risk Factors in Japanese Employees: a Cross-Sectional Study. Int J Behav Med 2016; 22:775-85. [PMID: 25792152 DOI: 10.1007/s12529-015-9480-4] [Citation(s) in RCA: 8] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 12/31/2022]
Abstract
BACKGROUND Growing evidence has shown that lack of organizational justice (i.e., procedural justice and interactional justice) is associated with coronary heart disease (CHD) while biological mechanisms underlying this association have not yet been fully clarified. PURPOSE The purpose of the present study was to investigate the cross-sectional association of organizational justice with physiological CHD risk factors (i.e., blood pressure, high-density lipoprotein [HDL] cholesterol, low-density lipoprotein [LDL] cholesterol, and triglyceride) in Japanese employees. METHODS Overall, 3598 male and 901 female employees from two manufacturing companies in Japan completed self-administered questionnaires measuring organizational justice, demographic characteristics, and lifestyle factors. They completed health checkup, which included blood pressure and serum lipid measurements. Multiple logistic regression analyses and trend tests were conducted. RESULTS Among male employees, multiple logistic regression analyses and trend tests showed significant associations of low procedural justice and low interactional justice with high triglyceride (defined as 150 mg/dL or greater) after adjusting for demographic characteristics and lifestyle factors. Among female employees, trend tests showed significant dose-response relationship between low interactional justice and high LDL cholesterol (defined as 140 mg/dL or greater) while multiple logistic regression analysis showed only marginally significant or insignificant odds ratio of high LDL cholesterol among the low interactional justice group. Neither procedural justice nor interactional justice was associated with blood pressure or HDL cholesterol. CONCLUSION Organizational justice may be an important psychosocial factor associated with increased triglyceride at least among Japanese male employees.
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Modifying effect of cigarette smoking on the association of organizational justice with serious psychological distress in Japanese employees: a cross-sectional study. Int Arch Occup Environ Health 2016; 89:901-10. [PMID: 27055543 DOI: 10.1007/s00420-016-1128-4] [Citation(s) in RCA: 2] [Impact Index Per Article: 0.3] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 07/16/2015] [Accepted: 03/30/2016] [Indexed: 12/20/2022]
Abstract
PURPOSE We examined the modifying effect of cigarette smoking (i.e., smokers vs. non-smokers) on the association of organizational justice (i.e., procedural justice and interactional justice) with serious psychological distress (SPD) in Japanese employees. METHODS Overall, 2838 participants from two factories of a manufacturing company in Japan completed a self-administered questionnaire comprising the scales on organizational justice (Organizational Justice Questionnaire), smoking status, psychological distress (K6 scale), demographic and occupational characteristics (i.e., gender, age, education, family size, history of depression, chronic physical conditions, occupation, and work form), and other health-related behaviors (i.e., drinking habit and physical activity). Multiple logistic regression analyses were conducted. In a series of analyses, interaction term of procedural justice or interactional justice with smoking status was included in the model. RESULTS After adjusting for demographic and occupational characteristics as well as other health-related behaviors, low procedural justice and low interactional justice were significantly associated with SPD (defined as K6 ≥ 13). Furthermore, marginally significant interaction effect of procedural justice with smoking status was observed. Specifically, the association of low procedural justice with SPD was greater among smokers [prevalence odds ratio 7.13 (95 % confidence interval 3.25-15.7) for low vs. high procedural justice subgroup] than among non-smokers [prevalence odds ratio 2.34 (95 % confidence interval 1.52-3.60) for low vs. high procedural justice subgroup]. On the other hand, interaction effect of interactional justice with smoking status was not significant. CONCLUSIONS Cigarette smoking seems to have a harmful effect on the association of the lack of procedural justice with SPD in Japanese employees.
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Longitudinal Relationships Between Organizational Justice, Productivity Loss, and Sickness Absence Among Older Employees. Int J Behav Med 2016; 23:645-54. [PMID: 26915029 PMCID: PMC5031714 DOI: 10.1007/s12529-016-9546-y] [Citation(s) in RCA: 7] [Impact Index Per Article: 0.9] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/29/2022]
Abstract
Purpose The aim of this study was to assess whether organizational justice lowers productivity loss and sickness absence, and whether there are reverse effects of productivity loss and sickness absence on organizational justice. Method A longitudinal study with 2 years of follow-up was conducted among employed persons aged 45–64 years from the Study on Transitions in Employment, Ability and Motivation (STREAM). Participants (N = 7011) yearly filled out an online questionnaire. Structural equation modeling in LISREL was conducted to assess the longitudinal relationships between distributive justice of salary, distributive justice of appreciation, procedural justice, productivity loss, and sickness absence. Results Both distributive justice of appreciation and procedural justice contributed to lower productivity loss and lower sickness absence at 1-year follow-up. Productivity loss increased perceptions of distributive justice of appreciation at 1-year follow-up, whereas sickness absence lowered both perceptions of distributive justice of appreciation and procedural justice at follow-up. Conclusion Improving organizational justice lowers the risk of productivity loss and sickness absence and may be a useful tool to improve the productivity of organizations.
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Sullivan MJL, Adams H, Yakobov E, Ellis T, Thibault P. Psychometric Properties of a Brief Instrument to Assess Perceptions of Injustice Associated with Debilitating Health and Mental Health Conditions. PSYCHOLOGICAL INJURY & LAW 2016. [DOI: 10.1007/s12207-015-9247-x] [Citation(s) in RCA: 6] [Impact Index Per Article: 0.8] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 10/22/2022]
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Time-lagged relationships between leadership behaviors and psychological distress after a workplace terrorist attack. Int Arch Occup Environ Health 2015; 89:689-97. [PMID: 26708261 DOI: 10.1007/s00420-015-1106-2] [Citation(s) in RCA: 16] [Impact Index Per Article: 1.8] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 03/26/2015] [Accepted: 12/14/2015] [Indexed: 10/22/2022]
Abstract
PURPOSE The impact of leadership practices on employee health may be especially evident after extreme events that have physical, psychological, or material consequences for the members of an organization. In this prospective study, we aimed to examine the association between leadership behavior and psychological distress in employees who had experienced a workplace terror attack. METHODS Ten and 22 months after the 2011 Oslo bombing attack targeting their workplace, ministerial employees (n = 2272) responded to a questionnaire assessing fair, empowering, supportive, and laissez-faire leadership, as well as psychological distress. Cross-sectional and time-lagged associations between the constructs were tested using structural equation modeling. RESULTS Cross-sectionally, higher levels of supportive leadership were associated with lower levels of psychological distress. Longitudinally, negative relationships were found between psychological distress and subsequent ratings of fair and empowering leadership. CONCLUSIONS Supportive leadership was associated with employees' psychological health after trauma, but seems not to have long-term effects on subsequent psychological distress. Rather, psychological distress may lead the employees to perceive their leaders as more negative across time.
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Associations of Organizational Justice with Tinnitus and the Mediating Role of Depressive Symptoms and Burnout—Findings from a Cross-Sectional Study. Int J Behav Med 2015; 23:190-7. [DOI: 10.1007/s12529-015-9505-z] [Citation(s) in RCA: 6] [Impact Index Per Article: 0.7] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 10/23/2022]
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Spanier K, Radoschewski FM, Gutenbrunner C, Bethge M. Direct and indirect effects of organizational justice on work ability. Occup Med (Lond) 2014; 64:638-43. [DOI: 10.1093/occmed/kqu127] [Citation(s) in RCA: 9] [Impact Index Per Article: 0.9] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/13/2022] Open
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Organizational downsizing and depressive symptoms in the European recession: the experience of workers in France, Hungary, Sweden and the United kingdom. PLoS One 2014; 9:e97063. [PMID: 24841779 PMCID: PMC4026141 DOI: 10.1371/journal.pone.0097063] [Citation(s) in RCA: 25] [Impact Index Per Article: 2.5] [Reference Citation Analysis] [Abstract] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 08/08/2013] [Accepted: 04/15/2014] [Indexed: 11/19/2022] Open
Abstract
Background Organizational downsizing has become highly common during the global recession of the late 2000s with severe repercussions on employment. We examine whether the severity of the downsizing process is associated with a greater likelihood of depressive symptoms among displaced workers, internally redeployed workers and lay-off survivors. Methods A cross-sectional survey involving telephone interviews was carried out in France, Hungary, Sweden and the United Kingdom. The study analyzes data from 758 workers affected by medium- and large-scale downsizing, using multiple logistic regression. Main Results Both unemployment and surviving layoffs were significantly associated with depressive symptoms, as compared to reemployment, but the perceived procedural justice of a socially responsible downsizing process considerably mitigated the odds of symptoms. Perception of high versus low justice was assessed along several downsizing dimensions. In the overall sample, chances to have depressive symptoms were significantly reduced if respondents perceived the process as transparent and understandable, fair and unbiased, well planned and democratic; if they trusted the employer’s veracity and agreed with the necessity for downsizing. The burden of symptoms was significantly greater if the process was perceived to be chaotic. We further tested whether perceived justice differently affects the likelihood of depressive symptoms among distinct groups of workers. Findings were that the odds of symptoms largely followed the same patterns of effects across all groups of workers. Redeploying and supporting surplus employees through the career change process–rather than forcing them to become unemployed–makes a substantial difference as to whether they will suffer from depressive symptoms. Conclusions While depressive symptoms affect both unemployed and survivors, a just and socially responsible downsizing process is important for the emotional health of workers.
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Björgvinsson T, Kertz SJ, Bigda-Peyton JS, Rosmarin DH, Aderka IM, Neuhaus EC. Effectiveness of cognitive behavior therapy for severe mood disorders in an acute psychiatric naturalistic setting: a benchmarking study. Cogn Behav Ther 2014; 43:209-20. [PMID: 24679127 DOI: 10.1080/16506073.2014.901988] [Citation(s) in RCA: 39] [Impact Index Per Article: 3.9] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 10/25/2022]
Abstract
The current study examined the effectiveness of brief cognitive behavior therapy (CBT) for severe mood disorders in an acute naturalistic setting. The sample included 951 individuals with either major depressive disorder (n = 857) or bipolar disorder with depressed mood (n = 94). Participants completed a battery of self-report measures assessing depression, overall well-being, and a range of secondary outcomes both before and after treatment. We found significant reductions in depressive symptoms, worry, self-harm, emotional lability, and substance abuse, as well as significant improvements in well-being and interpersonal relationships, post-treatment. Comparable to outpatient studies, 30% of the sample evidenced recovery from depression. Comparison of findings to benchmark studies indicated that, although the current sample started treatment with severe depressive symptoms and were in treatment for average of only 10 days, the overall magnitude of symptom improvement was similar to that of randomized controlled trials. Limitations of the study include a lack of control group, a limitation of most naturalistic studies. These findings indicate that interventions developed in controlled research settings on the efficacy of CBT can be transported to naturalistic, "real world" settings, and that brief CBT delivered in a partial hospital program is effective for many patients with severe depressive symptoms.
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The organizational work factors' effect on mental health among hospital workers is mediated by perceived effort-reward imbalance: result of a longitudinal study. J Occup Environ Med 2014; 55:809-16. [PMID: 23787570 DOI: 10.1097/jom.0b013e31828acb19] [Citation(s) in RCA: 11] [Impact Index Per Article: 1.1] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/26/2022]
Abstract
OBJECTIVES This longitudinal study aimed to test the hypothesis that organizational work factors (OWFs) may be related to depressive symptoms through an increased effort-reward imbalance (ERI) ratio among registered nurses (RNs) and nursing assistants working in hospitals. METHODS We studied 2117 female RNs and nursing assistants who stayed in the same work unit and position during the follow-up from the ORSOSA (ORganisation des SOins-SAnté) longitudinal study. The work characteristics and workers' health were assessed in 2006 and 2008. RESULTS We confirmed our hypothesis of both direct and mediated effects of OWFs on workers' health. We showed that issues about patient-related information exchanges increased RNs' depressive disorders by increasing first a perceived ERI. CONCLUSIONS Our results advocate integrating both the work organizational level and the individual level into preventive actions to improve workers' mental health.
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Organizational Justice, Selection, Optimization With Compensation, and Nurses' Work Ability. J Occup Environ Med 2014; 56:326-30. [DOI: 10.1097/jom.0000000000000102] [Citation(s) in RCA: 29] [Impact Index Per Article: 2.9] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/25/2022]
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Relationships of organizational social capital with the presence of "gossip and slander," "quarrels and conflicts," sick leave, and poor work ability in nursing homes. Int Arch Occup Environ Health 2014; 87:929-36. [PMID: 24577806 DOI: 10.1007/s00420-014-0937-6] [Citation(s) in RCA: 22] [Impact Index Per Article: 2.2] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 06/09/2013] [Accepted: 02/20/2014] [Indexed: 10/25/2022]
Abstract
PURPOSE This study aimed to explore the associations of organizational social capital (OSC) with the presence of "gossip and slander," the presence of "conflicts and quarrels," sick leave prevalence, and prevalence of poor work ability in frontline working personnel of nursing homes. METHODS A total of 239 subjects (81 % participation), working in 11 different nursing homes, took part in a cross-sectional questionnaire study. Following end points were considered, they are as follows: prevalence of "gossip and slander," "conflicts and quarrels," sick leave, and poor work ability. Associations with OSC were explored at individual level (binomial log-linear regression analysis) and on group level (Kendall's tau correlation coefficients). RESULTS Significant associations were found between OSC and "gossip and slander," sick leave, and poor work ability, both in the individual- and group-level analyses. The associations showed a higher significance level in the group-level analyses, with the strongest association found between mean OSC of the workplace and the prevalence of poor work ability at the workplace (τ = -0.722; p = 0.002). CONCLUSIONS This study demonstrated significant associations of OSC with three end points that are relevant within the framework of well-being at work in nursing homes. The results are suggestive that OSC should be treated as a characteristic of the entire workplace, rather than as an individually experienced characteristic. The strikingly strong association between OSC and prevalence of poor work ability is suggestive for an important role of OSC within the context of maintaining work ability.
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d’Errico A, Viotti S, Baratti A, Mottura B, Barocelli AP, Tagna M, Sgambelluri B, Battaglino P, Converso D. Low Back Pain and Associated Presenteeism among Hospital Nursing Staff. J Occup Health 2014; 55:276-83. [DOI: 10.1539/joh.12-0261-oa] [Citation(s) in RCA: 54] [Impact Index Per Article: 5.4] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/16/2022] Open
Affiliation(s)
| | - Sara Viotti
- Department of PsychologyUniversity of TurinItaly
| | - Alberto Baratti
- Department of Occupational MedicineLocal Health Unit CN1Italy
| | - Bianca Mottura
- Department of Occupational MedicineLocal Health Unit CN1Italy
| | | | - Marina Tagna
- Department of Occupational MedicineLocal Health Unit TO2Italy
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Pérez-Arechaederra D, Briones E, Lind A, García-Ortiz L. Perceived Organizational Justice in Care Services: Creation and multi-sample validation of a measure. Soc Sci Med 2014; 102:26-32. [DOI: 10.1016/j.socscimed.2013.11.045] [Citation(s) in RCA: 5] [Impact Index Per Article: 0.5] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 02/15/2013] [Revised: 11/19/2013] [Accepted: 11/20/2013] [Indexed: 10/25/2022]
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Nakagawa Y, Inoue A, Kawakami N, Tsuno K, Tomioka K, Nakanishi M, Mafune K, Hiro H. Effect modification by coping strategies on the association of organizational justice with psychological distress in Japanese workers. J Occup Health 2014; 56:111-23. [PMID: 24430842 DOI: 10.1539/joh.13-0233-oa] [Citation(s) in RCA: 4] [Impact Index Per Article: 0.4] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/16/2022] Open
Abstract
OBJECTIVES Several previous studies showed that the lack of organizational justice was associated with poor mental health. However, no study examined the effect modification by internal factor, such as coping strategies, on the association of organizational justice with mental health. The purpose of the present study was to investigate the effect modification by coping strategies on the association of organizational justice with psychological distress. METHODS A total of 471 men and 764 women from a manufacturing company in Japan completed self-administered questionnaires, including the Organizational Justice Questionnaire, K6 scale (i.e., psychological distress scale), Brief Scales for Coping Profile, and demographic characteristics. Multiple logistic regression analyses were conducted for each coping strategy. RESULTS After adjusting for demographic characteristics, the association of the lack of procedural justice with psychological distress was greater among the low changing a point of view group than among their counterparts. Furthermore, the interaction term of procedural justice with changing a point of view was significant. The association of the lack of procedural justice and interactional justice with psychological distress was also greater among the high emotional expression involving others group than among their counterparts, while the interaction terms of procedural justice and interactional justice with emotional expression involving others were marginally significant. CONCLUSIONS Positive emotion-focused coping strategies, such as changing a point of view, may effectively prevent psychological distress when there is a lack of organizational justice, while problem-focused coping strategies may have no effects, and negative emotion-focused coping strategies, such as emotional expression involving others, may have harmful effects on the association.
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Affiliation(s)
- Yuko Nakagawa
- Department of Health Policy and Management, Graduate School of Medical Science, University of Occupational and Environmental Health
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Zwetsloot GI, Scheppingen ARV, Bos EH, Dijkman A, Starren A. The Core Values that Support Health, Safety, and Well-being at Work. Saf Health Work 2013; 4:187-96. [PMID: 24422174 PMCID: PMC3889081 DOI: 10.1016/j.shaw.2013.10.001] [Citation(s) in RCA: 27] [Impact Index Per Article: 2.5] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 05/23/2013] [Revised: 10/12/2013] [Accepted: 10/12/2013] [Indexed: 11/18/2022] Open
Abstract
Background Health, safety, and well-being (HSW) at work represent important values in themselves. It seems, however, that other values can contribute to HSW. This is to some extent reflected in the scientific literature in the attention paid to values like trust or justice. However, an overview of what values are important for HSW was not available. Our central research question was: what organizational values are supportive of health, safety, and well-being at work? Methods The literature was explored via the snowball approach to identify values and value-laden factors that support HSW. Twenty-nine factors were identified as relevant, including synonyms. In the next step, these were clustered around seven core values. Finally, these core values were structured into three main clusters. Results The first value cluster is characterized by a positive attitude toward people and their “being”; it comprises the core values of interconnectedness, participation, and trust. The second value cluster is relevant for the organizational and individual “doing”, for actions planned or undertaken, and comprises justice and responsibility. The third value cluster is relevant for “becoming” and is characterized by the alignment of personal and organizational development; it comprises the values of growth and resilience. Conclusion The three clusters of core values identified can be regarded as “basic value assumptions” that underlie both organizational culture and prevention culture. The core values identified form a natural and perhaps necessary aspect of a prevention culture, complementary to the focus on rational and informed behavior when dealing with HSW risks.
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Affiliation(s)
- Gerard I.J.M. Zwetsloot
- Corresponding author. TNO Work and Employment, Post Office Box 718, 2130 AS Hoofddorp, The Netherlands.
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