Abstract
Background
Organizational justice has recently been introduced as a new concept as psychosocial determinants of employee health, and
an increase in precarious employment is a challenging issue in occupational health. However, no study investigated the association
of organizational justice with mental health among employees while taking into account employment contract.
an increase in precarious employment is a challenging issue in occupational health. However, no study investigated the association
of organizational justice with mental health among employees while taking into account employment contract.
Methods
A total of 373 males and 644 females from five branches of a manufacturing company in Japan were surveyed. At baseline (August
2009), self-administered questionnaires, including the Organizational Justice Questionnaire (OJQ), the K6 scale (psychological
distress scale), the Eysenck Personality Questionnaire-Revised (EPQ-R), and other covariates, were used. After one-year follow-up
(August 2010), the K6 scale was used again to assess psychological distress. Multiple logistic regression analyses were conducted
by sex and employment contract.
2009), self-administered questionnaires, including the Organizational Justice Questionnaire (OJQ), the K6 scale (psychological
distress scale), the Eysenck Personality Questionnaire-Revised (EPQ-R), and other covariates, were used. After one-year follow-up
(August 2010), the K6 scale was used again to assess psychological distress. Multiple logistic regression analyses were conducted
by sex and employment contract.
Results
After adjusting for demographic characteristics, psychological distress, and neuroticism at baseline, low procedural justice
was significantly associated with a higher risk of psychological distress at follow-up among non-permanent female employees,
while no significant association of procedural justice or interactional justice with psychological distress at follow-up was
observed among permanent male or female employees. The results of non-permanent male employees could not be calculated because
of small sample size.
was significantly associated with a higher risk of psychological distress at follow-up among non-permanent female employees,
while no significant association of procedural justice or interactional justice with psychological distress at follow-up was
observed among permanent male or female employees. The results of non-permanent male employees could not be calculated because
of small sample size.
- Content Type Journal Article
- Pages 1-12
- DOI 10.1007/s12529-012-9224-7
- Authors
- Akiomi Inoue, Department of Mental Health, Institute of Industrial Ecological Sciences, University of Occupational and Environmental Health, 1-1 Iseigaoka, Yahatanishi-ku, Kitakyushu, 807-8555 Japan
- Norito Kawakami, Department of Mental Health, Graduate School of Medicine, The University of Tokyo, Tokyo, Japan
- Kanami Tsuno, Department of Mental Health, Graduate School of Medicine, The University of Tokyo, Tokyo, Japan
- Kimiko Tomioka, Department of Community Health and Epidemiology, Nara Medical University, Kashihara, Japan
- Mayuko Nakanishi, Nakanishi Healthcare Office, Yokohama, Japan
- Journal International Journal of Behavioral Medicine
- Online ISSN 1532-7558
- Print ISSN 1070-5503