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

Abstract

The aim of the present study was to examine the cross-sectional and 2-year longitudinal associations between perceived organizational justice, self-rated health and burnout. The study used questionnaire data from 428 Swedish employment officers and the data was analyzed with Structural Equation Modeling, SEM. Two different models were tested: a global organizational justice model (with and without correlated measurement errors) and a differentiated (distributive, procedural and interactional organizational justice) justice model (with and without correlated measurement errors). The global justice model with autocorrelations had the most satisfactory goodness-of-fit indices. Global justice showed statistically significant (p < 0.01) cross-sectional (0.80 {mle 0.84) and longitudinal positive associations (0.76 mle 0.82) between organizational justice and self-rated health, and significant (p < 0.01) negative associations between organizational justice and burnout (cross-sectional: mle = -0.85, longitudinal -0.83 mle -0.84). The global justice construct showed better goodness-of-fit indices than the threefold justice construct but a differentiated organizational justice concept could give valuable information about health related risk factors: if they are structural (distributive justice), procedural (procedural justice) or inter-personal (interactional justice). The two approaches to study organizational justice should therefore be regarded as complementary rather than exclusive.