Organizational Justice and Mental Health

Eib, Constanze,PhD,1985-Uppsala universitet,Institutionen för psykologi (author)

Organizational justice refers to workers’ perceptions of the fairness and appropriateness of the treatment that they receive on the job. Most organizational justice research has emphasized criterion variables that are of traditional interest to managers. This body of work has been impressive. When employees perceive justice, they tend to exhibit higher levels of job performance, more organizational citizenship behaviours, and better work attitudes, among other benefits (Colquitt et al., 2013; Rupp et al., 2014). While these are important findings, there is considerable evidence, albeit less well-known, that organizational justice promotes well-being and mental health (e.g., Cropanzano & Wright, 2011; Greenberg, 2010; Ndjaboué et al., 2012; Robbins et al., 2012). The purpose of this chapter is to provide a review of this research literature. To do so, the chapter is organized as follows. First, the construct of organizational justice is briefly defined and discussed, with an emphasis on its theoretical relationship to mental health. Secondly, more detailed accounts of the available empirical literature on organizational justice and mental health are provided and suggestions for further research are highlighted. Finally, the chapter is concluded with a summary of intervention approaches at different levels.

In:The Routledge Companion to Mental Health at WorkNew York; Abingdon : Routledge, s. 341-371978100325557497810321865359781032186597

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