Abstract
BackgroundWorkers with deviating fairness perceptions are likely to be excluded and become isolated at worksites, leading to psychological distress. The study aimed to examine the cross-sectional association between deviation of fairness perception from the group average and serious psychological distress in Japanese worksites.MethodsSecondary data analysis of an existing Japanese occupational cohort data using a multilevel logistic regression model was conducted for 8701 workers from 12 companies in Japan who participated in the baseline survey (from April 2010 to March 2012). Individual perception of interactional and procedural fairness was measured with the Japanese version of the Organizational Justice Scale. Group averages were calculated within workers’ reference groups, categorized by company affiliation, age group, gender, and occupational class. Psychological distress was measured using the K6 scale, and serious psychological distress was defined as a total K6 score of 13 or more.ResultsBoth low deviation and high deviation of interactional fairness perception were significantly and positively associated with serious psychological distress (odds ratio (OR) = 1.24, 95% confidence intervals (CI); 1.03–1.49 and OR = 1.57, 95% CI; 1.12–2.19), independently of individual-level fairness perception, group-level mean fairness perception, demographic characteristics, and health-related behaviors. Only high deviation of procedural fairness perception was significantly and positively related to serious psychological distress (OR = 1.51, 95% CI; 1.11–2.06).ConclusionsThe results indicated that divergent perceptions of fairness at worksites may deserve further exploration for equal achievement of workers’ psychological well-being.
Highlights
Organizational justice in the worksite has emerged as a psychosocial determinant of workers’ health that captures a relational and administrative dimension of the worksite environment, rather than the job-related psycho-socio-physical stressors that the demand–control and effort–reward imbalance models focus on [1,2,3]
Deviant group categories contained both positive and negative deviants, except for the high deviation of interactional fairness category, which was mainly composed of negative deviants
The present study examined the cross-sectional association between individual deviation of fairness perception from the group average and serious psychological distress
Summary
Organizational justice in the worksite has emerged as a psychosocial determinant of workers’ health that captures a relational and administrative dimension of the worksite environment, rather than the job-related psycho-socio-physical stressors that the demand–control and effort–reward imbalance models focus on [1,2,3]. Organizational justice is defined as workers’ perceptions of fairness in the worksite, and the concept is comprised of three domains: distributive fairness, Because distributive fairness is thought to result from procedural fairness and interactional fairness [5], the latter two domains have been the main focus of occupational health research [7]. Most studies have examined these associations at an individual level. Recent studies have begun to investigate the multilevel effects of group-level fairness perception (i.e., justice climate) on aspects of individual. Workers with deviating fairness perceptions are likely to be excluded and become isolated at worksites, leading to psychological distress. The study aimed to examine the cross-sectional association between deviation of fairness perception from the group average and serious psychological distress in Japanese worksites
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