The associations between perceived distributive, procedural, and interactional organizational justice, self-rated health and burnout.

摘要: Introduction: Employee health, individual behaviors in an organizational context and perceived justice are theoretically united. The empirical relationship, especially between behavioral responses responses, job mobility, health not previously studied any apparent extent. Aim: main aim with the present dissertation was to study relationship justice, health. Methods: designed as a longitudinal, three-wave, panel study. A questionnaire mailed all employees three regional organizations of Swedish National Labour Market Administration (AMV) at 2001 (N=1010, response rate: 78%), 2002 (N=1078, 75%) 2003 (N=1122, 74%). In I, cross-sectional longitudinal validation study, analyses variance, multi-trait/multiitem analyses, logistic regression different forms factor used validate evaluate Hagedoorn et al. EVLN instrument. II, correlation Structural Equation Modeling (SEM) were elucidate reciprocal III, factor, SEM investigate association burnout. IV, variance General Linear (GLM) repeated measures examine turnover intentions, mobility V, correlation, shed light upon burnout age affecting factors. Results: Study I showed that instrument valid exception for aggressive voice subscale presents some obvious distinct deficiencies. results II indicate relation behavioural versus is mainly one-sided: predict psychosocial ‘exit’ baseline associated worse two-year follow-up, while ‘considerate voice’ predicted good follow-up. Good physical high degree behaviour after two years. III cross-sectionally longitudinally physical, approaches global or threefold construct, should be regarded complementary rather than exclusive. IV external had positive effect on personal work-related compared non-mobility combined effects intentions additive interactive. Finally, V more predictor mobility. Turnover but proved have Conclusion: has elucidated social-psychological show low also active health: pro-organizational behaviour, (considerate voice), contra-organizational (exit) External