The associations between perceived distributive, procedural, and interactional organizational justice, self-rated health and burnout
Title:
The associations between perceived distributive, procedural, and interactional organizational justice, self-rated health and burnout
Author:
Liljegren, Mats Ekberg, Kerstin
Appeared in:
Work
Paging:
Volume 33 (2009) nr. 1 pages 43-51
Year:
2009-07-13
Contents:
Aim: The aim of the present study was to examine the cross-sectional and 2-year longitudinal associations between perceived organizational justice, self-rated health and burnout. Metods: The study used questionnaire data from 428 Swedish employment officers and the data was analyzed with Structural Equation Modeling, SEM. Two different models were tested: a global organizational justice model (with and without correlated measurement errors) and a differentiated (distributive, procedural and interactional organizational justice) justice model (with and without correlated measurement errors). Results: The global justice model with autocorrelations had the most satisfactory goodness-of-fit indices. Global justice showed statistically significant (p < 0.01) cross-sectional (0.80 ⩽ {mle ⩽ 0.84) and longitudinal positive associations (0.76 ⩽ mle ⩽ 0.82) between organizational justice and self-rated health, and significant (p < 0.01) negative associations between organizational justice and burnout (cross-sectional: mle = −0.85, longitudinal −0.83 ⩾ mle ⩾ −0.84). Conclusion: The global justice construct showed better goodness-of-fit indices than the threefold justice construct but a differentiated organizational justice concept could give valuable information about health related risk factors: if they are structural (distributive justice), procedural (procedural justice) or inter-personal (interactional justice). The two approaches to study organizational justice should therefore be regarded as complementary rather than exclusive.
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