Promoting health at work : the relevance of organizational justice

Promoting health at work : the relevance of organizational justice

Lawson, K., Noblet, A. and Rodwell, J. 2008, Promoting health at work : the relevance of organizational justice, in PERA 2008 : Proceedings of The 8th Annual Pacific Employment Relations Association Conference, Ballarat University, Ballarat, Vic., pp. 139-149.

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Title	Promoting health at work : the relevance of organizational justice
Author(s)	Lawson, K. Noblet, A. Rodwell, J.
Conference name	Pacific Employment Relations Association Conference (8th : 2008 : Ballarat, Victoria)
Conference location	Ballarat, Australia
Conference dates	19-22 November 2008
Title of proceedings	PERA 2008 : Proceedings of The 8th Annual Pacific Employment Relations Association Conference
Editor(s)	O'Connor, Christine
Publication date	2008
Conference series	Pacific Employment Relations Association Conference
Start page	139
End page	149
Publisher	Ballarat University
Place of publication	Ballarat, Vic.
Summary	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 interactional models. The primary aim of the current study was to determine the main, curvilinear and interactive effects of job characteristics and organizational justice perceptions on psychological wellbeing and job satisfaction. Job characteristics were measured using the Demand-Control Support (DCS) model (Karasek & Theorell, 1990), while Colquitt's (2001) four justice dimensions (distributive, procedural, interpersonal and informational) were used to assess organizational justice. Hierarchical regression analyses found that in relation to psychological wellbeing, perceptions of justice did not add 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 direct linear relationships between the psychosocial working conditions and the outcome measures. The implications of the results of this study, especially in terms of how working conditions should be managed in order to promote health, are discussed. Notably, the findings from the current study indicate that in addition to traditional job stressors, health promotion strategies should focus on perceptions of organizational justice and their relationships with health.
ISBN	9781876851347
Language	eng
Field of Research	150305 Human Resources Management
Socio Economic Objective	970115 Expanding Knowledge in Commerce, Management, Tourism and Services
HERDC Research category	E1 Full written paper - refereed
ERA Research output type	E Conference publication
HERDC collection year	2008
Copyright notice	©2008, Pacific Employment Relations Association
Persistent URL	http://hdl.handle.net/10536/DRO/DU:30018389

Document type:	Conference Paper
Collections:	Deakin Graduate School of Business Open Access Collection

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