Interaction effects of organisational justice and work characteristics : cross-sectional and longitudinal relations to work attitudes and employee’ well-being

• Work characteristics have often been the focus in research intending to understand organisational behaviour and how employee health and well-being may be shaped by characteristics of the work environment. Both perceptions of organisational justice as well as perceptions of work characteristics pertain to the work environment domain; both have also been handled as psychosocial predictors for health outcomes and shown to be related to relevant work and health outcomes. Missing from the current picture is how these two different domains of the work environment interact, and together shape work and health outcomes. When employees make a judgment about the organisation as a whole – that the organisation is fair and can be trusted – and because of this are inclined to engage in their work, and may even feel healthy and happy at their workplace, does it matter what work characteristics they face? Previous studies show a mixed picture, with only few studies available at all, some studies with no significant interaction effects, most of the studies done on the control component, very few studies that investigated the interplay with the demand and support component. Also, the previous studies only studied relations with cross-sectional data, and there is not one study that predicted work and health outcomes. The current study first reviews the limited available evidence on the combined effect of justice and work characteristics, and then tests interaction effects between organisational justice and the Job-Demand-Control-Support model components as predictors of two work outcomes (organisational commitment, intention to stay) and two health outcomes (mental health, somatic health). Data from Swedish accountants are used, cross-sectionally and longitudinally after one year. While not all interactions are significant, there are significant interactions for each of the work characteristics, for each of the four outcome variables and for both time points. The results are presented and interpreted with the help of four different mechanisms: reduction, amplification, aggravation, and compensation.

Ämnesord

SAMHÄLLSVETENSKAP  -- Psykologi (hsv//swe)

SOCIAL SCIENCES  -- Psychology (hsv//eng)

Nyckelord

organizational justice

job characteristics

work attitudes

health

psykologi

Psychology

Publikations- och innehållstyp

vet (ämneskategori)

kon (ämneskategori)