Promoting employee wellbeing
The relevance of work characteristics and organizational justice
Bibliographic Data
| ID | 22945700 |
|---|---|
| Authors | Katrina J Lawson (Deakin University, corresponding author), A J Noblet, Andrew Noblet (0000-0002-3498-6838, Deakin University), John Rodwell (0000-0003-1682-0719, Deakin University), J J Rodwell |
| Year | 2009 |
| Volume | 24 |
| Issue | 3 |
| Pages | 223-233 |
| Publication date | 2009-09-01 |
| Peer Reviewed | Yes |
| Open Access | Yes |
| Type | ARTICLE |
| Venue | Health Promotion International (JOURNAL) |
| Journal identifiers | ISSN: 0957-4824 • E-ISSN: 1460-2245 |
| Publisher | Oxford University Press (OUP) (PUBLISHER) |
| DOI | 10.1093/heapro/dap025 |
| PMID | 19596657 |
| OpenAlex | W2104809190 |
| Language | EN |
| Citations received | 12 |
| References cited | 37 |
Research focusing on the relationship between organizational justice and health suggests that perceptions of fairness can make significant contributions to employee wellbeing. However, studies examining the justice-health relationship are only just emerging and there are several areas where further research is required, in particular, the uniqueness of the contributions made by justice and the extent to which the health effects can be explained by linear, non-linear and/or interaction models. The primary aim of the current study was to determine the main, curvilinear and interaction effects of work characteristics and organizational justice perceptions on employee wellbeing (as measured by psychological health and job satisfaction). Work characteristics were measured using the demand-control-support (DCS) model (Karasek and Theorell, 1990) and Colquitt's (2001) four justice dimensions (distributive, procedural, interpersonal and informational) assessed organizational justice (Colquitt, 2001). Hierarchical regression analyses found that in relation to psychological health, perceptions of justice added little to the explanatory power of the DCS model. In contrast, organizational justice did account for unique variance in job satisfaction, the second measure of employee wellbeing. The results supported linear relationships between the psychosocial working conditions and the outcome measures. A significant two-way interaction effect (control x support at work) was found for the psychological health outcome and the procedural justice by distributive justice interaction was significant for the job satisfaction outcome. Notably, the findings indicate that in addition to traditional job stressors, health promotion strategies should also address organizational justice.
Distributive justice · Economic Justice · Interactional justice · Job satisfaction · Multilevel model · Organizational commitment · Organizational justice · Perception · Political science · Procedural justice · Psychosocial · Employment and Welfare Studies · Job Satisfaction and Organizational Behavior · Psychology · Social Psychology · Workplace Health and Well-being
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Significance of the Work Environment and Personal Resources for Employees’ Well-Being at Work in the Hospitality Sector
The Relationship Between Social Justice Leadership and Work Engagement
The influence of distributive and procedural justice on work–family conflict, enrichment, and mental health of Indian police
Dynamics of autonomy support leadership on Gen‐Y employees in the Nigerian Public Service
Structural racism in the workplace
The Development and Initial Validation of the Multidimensional Fairness Scale
Applied Multiple Regression/Correlation Analysis for the Behavioral Sciences
The Job Demand-Control (-Support) Model and psychological well-being
Procedural Justice, Participation, and the Fair Process Effect in Groups and Organizations
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"The very best of the millennium"
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Organizational Justice
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Social Support
Justice at the millennium
On the dimensionality of organizational justice
Self-Reports in Organizational Research
Building health promoting work settings
Scales for the measurement of some work attitudes and aspects of psychological well‐being
Job characteristics and employee well-being
Organisational justice and change in justice as predictors of employee health
Organizational Justice
Procedural injustice at work, justice sensitivity, job satisfaction and psychosomatic well-being
Job decision latitude, organizational justice and health
Comparing three processes underlying judgments of procedural justice
Psychosocial work characteristics and incidence of newly diagnosed depression
| Unique citing works | 12 |
|---|---|
| Citations per year | 0,8 |
| Citation span | 2011 - 2025 (15) |
| Citation velocity | recent |
| Highly cited | No |
| Citation types | Neutral: 11 |