The Synergistic Effects of Organizational Justice and Trust to Supervisor on Vagal Tone
Preliminary Findings of an Empirical Investigation
Bibliographic Data
| ID | 15489463 |
|---|---|
| Authors | Raphael M Herr (0000-0003-0079-2792, University of Mannheim, corresponding author), Jian Li (0009-0001-8947-8064, University of California, Los Angeles), Peter Angerer (0000-0002-9602-7405, Heinrich Heine University Düsseldorf) |
| Year | 2019 |
| Volume | 16 |
| Issue | 5 |
| Pages | 790-790 |
| Publication date | 2019-03-04 |
| Open Access | Yes |
| Type | ARTICLE |
| Venue | International Journal of Environmental Research and Public Health (JOURNAL) |
| Journal identifiers | ISSN: 1661-7827 • E-ISSN: 1660-4601 |
| Publisher | Multidisciplinary Digital Publishing Institute (PUBLISHER • CH) |
| DOI | 10.3390/ijerph16050790 |
| PMID | 30836704 |
| OpenAlex | W2968454153 |
| Language | EN |
| Citations received | 1 |
| References cited | 34 |
The influence of perceived unfairness at the workplace (organizational injustice) on employee health is well established. Several theories explain the unpleasant and stressful nature of the experience of injustice, using trust as a central element. This study examines the effect of trust to supervisor on the association of perceived injustice with vagal tone-an objective marker for stress experience. Questionnaires assessed organizational justice and trust. Vagal tone was measured by indictors of heart rate variability (HRV), which captured parasympathetic (pNN50, RMSSD, and HF) and parasympathetic and sympathetic (SDNN, and LF) regulation. Synergistic effects were tested by linear regressions with interaction terms between organizational justice and trust to supervisor in 38 managers. Organizational justice was related to HRV indicators that reflect in particular the parasympathetic branch (β pNN50 = 0.32, p RMSSD = 0.27, p pNN50 = -0.41, p RMSSD = -0.47, p < 0.01). In conclusion, the combination of low perceived justice and trust to supervisor appears substantial to the physiological stress threat of employees. Promoting fairness at the workplace might reduce stress; if not possible, trust to supervisor should be enhanced
Blood pressure · Economic Justice · Heart rate · Heart rate variability · Injustice · Interactional justice · Organizational commitment · Organizational justice · Political science · Procedural justice · Supervisor · Heart Rate Variability and Autonomic Control · Job Satisfaction and Organizational Behavior · Medicine · Neuroscience · Psychology · Social Psychology · Workplace Health and Well-being · Internal Medicine
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| Citations per year | 1 |
|---|---|
| Citation span | 2026 - 2026 (1) |
| Highly cited | No |