Organizational justice and mental health: A multi‐level test of justice interactions

We examine main and interaction effects of organizational justice at the individual and the organizational levels on general health in a Kenyan sample. We theoretically differentiate between two different interaction patterns of justice effects: buffering mechanisms based on trust versus intensifying explanations of justice interactions that involve psychological contract violations. Using a two‐level hierarchical linear model with responses from 427 employees in 29 organizations, only interpersonal justice at level 1 demonstrated a significant main effect. Interactions between distributive and interpersonal justice at both the individual and the collective levels were found. The intensifying hypothesis was supported: the relationship between distributive justice and mental health problems was strongest when interpersonal justice was high. This contrasts with buffering patterns described in Western samples. We argue that justice interaction patterns shift depending on the economic conditions and sociocultural characteristics of employees studied.     

Work gets unfair for the depressed: cross-lagged relations between organizational justice perceptions and depressive symptoms

The organizational justice literature has consistently documented substantial correlations between organizational justice and employee depression. Existing theoretical literature suggests this relationship occurs because perceptions of organizational (in)justice lead to subsequent psychological health problems. Building on recent research on the affective nature of justice perceptions, in the present research we broaden this perspective by arguing there are also theoretical arguments for a reverse effect whereby psychological health problems influence perceptions of organizational justice. To contrast both theoretical perspectives, we test longitudinal lagged effects between organizational justice perceptions (i.e., distributive justice, interactional justice, interpersonal justice, informational justice, and procedural justice) and employee depressive symptoms using structural equation modeling. Analyses of 3 samples from different military contexts (N? = 625, N? = 134, N? = 550) revealed evidence of depressive symptoms leading to subsequent organizational justice perceptions. In contrast, the opposite effects of organizational justice perceptions on depressive symptoms were not significant for any of the justice dimensions. The findings have broad implications for theoretical perspectives on psychological health and organizational justice perceptions.     

The moderating effect of perceived organizational support on the relationships between organizational justice and objective measures of cardiovascular health

This paper builds on a recent meta-analytic review on the relationships between organizational justice and health. Specifically, we examine the moderating role of perceived organizational support (POS) on the relationships between organizational justice and three objective cardiovascular health measures, namely, heart rate, systolic blood pressure, and diastolic blood pressure, among a population of 290 public construction workers. The interaction between justice and POS was statistically significant using procedural justice, demonstrating that procedural justice is associated with improvements in the three health outcomes only when POS is relatively high. In other words, higher levels of both procedural justice and POS were needed for reduced heart rate and reduced systolic and diastolic blood pressure. However, the interaction between distributive justice and POS did not significantly relate to the health outcomes. This study makes a contribution to the field by focusing the effects of psychosocial workplace variables on measures of cardiovascular health, and demonstrating an important boundary condition of the relationships between procedural justice and cardiovascular risk factors.     

组织不公正及其效果研究述评

从组织公正感的研究出发,比较全面地介绍了国外关于3种组织不公正,即分配不公、程序不公正和互动不公正研究及其效果,特别分析了组织不公正对组织的具体危害,这种危害包括隐蔽的攻击、退缩行为和公开的攻击。文章还介绍了我国学者关于分配不公平方面的研究。最后,作者指出组织不公正研究可能存在的问题,即组织不公正可能本质上不同于组织公正,组织不公正研究存在操作定义狭隘和跨文化障碍,以此为基础描述了未来的研究方向     

Personality and Perceived Justice as Predictors of Survivors’ Reactions Following Downsizing1

Downsizing, when deemed unfair, can result in negative outcomes in terras of survivors’ job attitudes and behaviors. Little research to date has examined whether a survivor's personality moderates these reactions. The present study examines the roles of personality and organizational justice in survivors’ reactions to downsizing. Results show that angry hostility moderates the relationships between survivors’ perceived interactional justice and (a) their organizational commitment, and (b) their intention to quit following downsizing. Specifically, the relationship between interactional justice and both criterion variables was significant only when angry hostility was low. Self‐discipline was found to moderate the relationship between survivors’ interactional justice and their organizational citizenship behavior (OCB) such that there was a significant positive correlation between interactional justice and OCB only for those employees who were low on self‐discipline. These findings are discussed in light of how supervisors could best manage downsizing.     

分配不公正下的退缩行为：程序公正和互动公正的影响

以160名中学教师为被试,采用2×2的完全随机设计,以模拟故事（scenarios）的方法呈现刺激,研究了在职称评定中分配不公正的前提下,程序公正/不公正,互动公正/不公正对教师的退缩行为（消极怠工、拒绝帮助、离职、对校长的消极态度）的影响。结果表明,在分配不公正条件下：（1）程序公正、互动公正均影响教师的消极怠工程度;（2）程序公正、互动公正均影响教师的拒绝帮助行为程度,而且交互作用显著;（3）互动公正影响教师对上司的消极态度,程序公正无显著影响;（4）程序公正和互动公正对离职意愿影响均不显著     

Personality and health habits

Abstract

Four hundred and fifty-five males and 523 females from a community sample participated in a study on the relationship between seven health practices (sleeping; breakfasting; snacking; being at good weight; smoking; alcohol consumption and physical activity) and seven personality factors (Neuroticism; Social Inadequacy; Rigidity; Hostility; Self-sufficiency; Dominance and Self-esteem).

It was found that the seven health habits did not constitute a homogeneous operationalization of a construct “positive lifestyle.” The intercorrelations between the different health practices were typically low. The results of MANOVAs and subsequent ANOVAs revealed small, but statistically significant differences between subjects reporting positive and those reporting poor health habits. The failure to find significant interactions with sex indicated that the results for males and females were generally similar. Neuroticism and hostility discriminated best between the groups with poor or good health behaviors. This held for sleeping, exercising, breakfasting daily and smoking. In addition, sporting people scored lower on social inadequacy and higher on self-esteem. Further, individuals who do not have a daily breakfast were more self-sufficient. Snacking individuals were generally less rigid and less dominant, but more hostile. In conclusion, most negative health habits were found to be associated with personality attributes which are intimately related to symptom reporting (neuroticism, hostility). Given the generally weak associations, it is concluded that, in order to obtain a more complete picture of the individual's psychosocial risk profile, lifestyle data should be collected together with information on the person's stress and his or her coping qualities.     

The role of attachment security,temperament, maternal perception,and care‐giving behavior in persistent infant sleeping problems

This study investigates the relationship of etiological factors to infant sleeping problems during the first year, and at follow‐up during the second year of life. The relevant factors for concurrent sleeping problems (in order of importance) were problematic maternal cognition concerning setting limits on the infant, fussy–difficult infant temperament, maternal anxiety–depression, ambivalent attachment, and certain maternal care‐giving behaviors involving the use of active physical comforting (cuddling to sleep, settling on sofa or in parental bed, and giving a feed). High initial levels of sleeping problems largely explained the continuity in infant sleeping problems over time. However, this continuity was significantly mediated by the influence of both problematic maternal cognition and infant temperament on the parental use of active physical comforting to settle infants to sleep. In addition, ambivalent attachment had a small but significant independent contribution to persistent problems. Regarding discontinuity in infant sleeping problems over time, infants who developed sleeping problems were those whose parents used high levels of active physical comforting, whereas those infants whose sleeping problems recovered were more likely to have mothers with low depression–anxiety. The significance of these results is discussed with respect to developmental models of infant sleeping problems, and the assessment and treatment of infant sleeping problems. ©2003 Michigan Association for Infant Mental Health.     

Mediating effect of cooperative norm in predicting organizational citizenship behaviors from procedural justice climate

Although the relationships between procedural justice climate and organizational citizenship behaviors have been examined in recent years, little research has explored the mechanism by which procedural justice climate shapes individual employee prosocial behaviors in the workplace. The purpose of this study was to examine the mediating role of a group-level cooperative norm on the relationships between the group-level procedural justice climate and individual-level organizational citizenship behaviors. The survey involved 45 work groups in four different industry fields in Taiwan, including manufacturing, technology, banking, and insurance, and each of the groups was composed of one supervisor and three subordinates. Cross-level analyses using hierarchical linear modeling (HLM) indicated that the cooperative norm fully mediated the relationship between procedural justice climate and individual helping behaviors. Procedural justice climate indirectly affects individual helping behaviors through their effects on the cooperative norm.     

Yielding to (cyber)-temptation: Exploring the buffering role of self-control in the relationship between organizational justice and cyberloafing behavior in the workplace

Guided by the Strength Model of Self-control (Muraven & Baumeister, 2000) and the General Theory of Crime (Gottfredson & Hirschi, 1990), we examined the role of self-control in buffering the negative relationship between perceived organizational justice and cyberloafing behavior. Two hundred thirty-eight employee and co-worker dyads participated in the study. Organizational justice negatively predicted cyberloafing behavior, though this relationship had ceased to be statistically significant after controlling for gender, age, and hours of internet use for work-related activities. In addition, self-control moderated this relationship. Specifically, there was a stronger negative relationship between perceived organizational justice and cyberloafing for employees with high as opposed to low levels of self-control.     

The Krantz Health Opinion Survey: correlations with preventive health behaviors and intentions

The Krantz Health Opinion Survey, a measure of treatment preferences, was administered to 124 college women who also completed the Multidimensional Health Locus of Control Scale and rated their own preventive health behaviors and intentions. Analysis confirmed previous findings of relations between the two scales, particularly the moderate negative correlation between the Krantz Behavioral Involvement Scale and Powerful Others Locus of Control. The Krantz scores also were correlated with demographic measures such as education and occupation of the head of the household. With the exception of low correlations with frequency of obtaining Pap tests and with intentions to engage in exercise, the Krantz scores were uncorrelated with preventive health behaviors and intentions. It may be that another variable such as health value moderates these associations.     

Differences in self-reported health behaviors between public health professionals and support staff

Differences in self-reported health behaviors between public health professionals and support staff were examined. 431 women working in nine county health departments in northern Illinois completed the Health-promoting Lifestyle Profile. The professionals reported a healthier lifestyle than the support staff. This result was significant after adjustment for age, race, educational attainment, and job tenure. The findings were discussed in the context of several theories of behavior and the Health Belief and Health Promotion Models. Suggestions for research are provided.     

Shared health governance

Health and Social Justice (Ruger 2009a ) developed the "health capability paradigm," a conception of justice and health in domestic societies. This idea undergirds an alternative framework of social cooperation called "shared health governance" (SHG). SHG puts forth a set of moral responsibilities, motivational aspirations, and institutional arrangements, and apportions roles for implementation in striving for health justice. This article develops further the SHG framework and explains its importance and implications for governing health domestically.     

The Relationship Between Family Stress and Behavioral Health Among African American Adolescents

African American youth, especially those who live in low-income communities, are at increased risk for experiencing higher juvenile justice involvement, poorer mental health, low school engagement, higher illicit drug use, and STIs, relative to their higher income peers and those from other ethnic backgrounds. However, few studies have examined the relationship between family stressors and these multiple youth concerns. This study examines the relationship between family stress (i.e., having an adult in the home with a history of mental illness, substance use, and incarceration) and youth concerns such as substance use, mental health challenges, low school engagement, juvenile justice involvement, and STI risk behaviors. A total of 638 African American adolescents living in predominantly low-income, urban communities participated in the study by completing self-report measures on the above constructs. Logistic regressions controlling for age, gender, socioeconomic status, and sexual orientation indicated that adolescents who reported higher rates of family stress were significantly more likely to report mental health problems, delinquent behaviors, juvenile justice involvement, drug use, risky sex, and lower school engagement factors. Findings suggest that attending to the developmental concerns of youth also requires addressing the needs of the family unit.     

Gender role orientation and physical health: A study among young adults

The purpose to this study was to examine the relationship between gender role orientation and physical health among young adults. One hundred forty-five undergraduates (103 females, 42 males) completed a measure of gender role orientation (Bem Sex Role Inventory), self-reported physical health (Personal Health Questionnaire), health related behaviors (Health Behaviors Inventory), and neuroticism (Eysenck Personality Inventory). The sample consisted of European-American (89%), African-American (8%), and Asian-American (3%) individuals. Results showed that gender role orientation was significantly related to health-related behaviors (e.g., smoking, exercise), but not to self-reported physical health (e.g., upper respiratory infections). Overall, androgynous individuals had better health-related behaviors than masculine, feminine, and undifferentiated individuals.We thank Karen Hooker and Randall Jorgensen for their useful advice regarding this article. We also thank Sue Rosenberg Zalk and an anonymous reviewer for their comments on previous drafts of this article. This work was supported in part by the Graduate Student Committee of the Psychology Department at Syracuse University.     

Antecedents and outcomes of abusive supervision: test of a trickle-down model

The authors examined antecedents of abusive supervision and the relative importance of interactional and procedural justice as mediators of the relationship between abusive supervision and the work outcomes of affective organizational commitment and individual- and organization-directed citizenship behaviors. Data were obtained from subordinate-supervisor dyads from a telecommunication company located in southeastern China. Results of moderated regression analysis revealed that authoritarian leadership style moderated the relationship between supervisors' perceptions of interactional justice and abusive supervision such that the relationship was stronger for supervisors high rather than low in authoritarian leadership style. In addition, results of structural equation modeling analysis revealed that subordinates' perceptions of interactional but not procedural justice fully mediated the relationship between abusive supervision and the work outcomes. Implications for future investigations of abusive supervision are discussed.     

Organizational justice and Black applicants' reactions to affirmative action

Using organizational justice as a guiding framework, the authors studied perceptions of affirmative action programs by presumed beneficiaries. Three conceptual issues were addressed: (a) the content of different affirmative action plans; (b) the 3-way interaction among distributive, procedural, and interactional justice; and (c) the distinction between outcome favorability and distributive justice. These ideas were tested with a sample of Black engineering students who responded to 1 of 6 plans. Participants distinguished among the various plans, with some policies being viewed as more fair than others. In addition, a 3-way interaction among the 3 types of organizational justice was observed. Specifically, the 2-way interaction between distributive and interactional fairness was only significant when procedural justice was low. Implications for organizational justice and for the design of affirmative action programs are discussed.     

Linking Justice, Performance, and Citizenship via Leader–Member Exchange

While organizational justice continues to garner attention by researchers, why perceptions of justice influence a variety of outcomes is still in need of explanation. In this paper, we examine one type of social exchange process that may provide a better link between perceptions of fairness and important organizational outcomes. Specifically, we examine how leader–member exchange (LMX) affects the relationship between employee perceptions of fairness and supervisor-rated performance and organizational citizenship behaviors (OCBs). Data from our study demonstrates that LMX fully mediates the relationship between interactional justice and performance and OCBs. In addition, the results demonstrate that LMX moderates the relationship between both distributive and procedural justice and OCBs.     

Interpersonal deviance, organizational deviance, and their common correlates: a review and meta-analysis

Interpersonal deviance (ID) and organizational deviance (OD) are highly correlated (R. S. Dalal, 2005). This, together with other empirical and theoretical evidence, calls into question the separability of ID and OD. As a further investigation into their separability, relationships among ID, OD, and their common correlates were meta-analyzed. ID and OD were highly correlated (rho = .62) but had differential relationships with key Big Five variables and organizational citizenship behaviors, which lends support to the separability of ID and OD. Whether the R. J. Bennett and S. L. Robinson (2000) instrument was used moderated some relationships. ID and OD exhibited their strongest (negative) relationships with organizational citizenship, Agreeableness, Conscientiousness, and Emotional Stability. Correlations with organizational justice were small to moderate, and correlations with demographic variables were generally negligible.     

The Role of Justice in Organizations: A Meta-Analysis

The correlates of distributive, procedural, and interactional justice were examined using 190 studies samples, totaling 64,757 participants. We found the distinction between the three justice types to be merited. While organizational practices and outcomes were related to the three justice types, demographic characteristics of the perceiver were, in large part, unrelated to perceived justice. Job performance and counterproductive work behaviors, considered to be outcomes of perceived justice, were mainly related to procedural justice, whereas organizational citizenship behavior was similarly predicted by distributive and procedural justice. Most satisfaction measures were similarly related to all justice types. Although organizational commitment and trust were mainly related to procedural justice, they were also substantially related to the other types of justice. Findings from laboratory and field studies are not always in agreement. Future research agendas are discussed.