A longitudinal study of changes in interactional justice and subsequent short-term sickness absence
                    among municipal employees

Koskenvuori, Mika; Pietiläinen, Olli; Elovainio, Marko; Rahkonen, Ossi; Salonsalmi, Aino

doi:10.5271/sjweh.3927

Cited by 2 publications

(4 citation statements)

References 32 publications

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“…OJ has stronger effects when employees perceive high job demands, have low job control or low social support [60], when they are in situations of job insecurity [49,78], and in times of uncertainty [90]. When it comes to justice variability levels, as Koskenvuori et al [25] have shown, an unfavorable change in OJ could be more detrimental than stable low levels of justice. In an experimental study conducted by Matta et al [26], similar conclusions were found, as being treated unfairly on a consistent basis was less stressful (in terms of heart rate and heart rate variability) than being fairly, but variably so.…”

Section: Discussionmentioning

confidence: 99%

“…e uncertainty model could also help to explain the impact of changes in OJ [25,26], because justice variability could be considered a source of uncertainty itself.…”

Section: Discussionmentioning

confidence: 99%

“…High levels of organizational justice were longitudinally associated with a decreased risk of long-term sickness absence among Danish male employees with depressive symptoms [91], sickness absence in Finnish hospital employees during a two-year follow-up [92], and a reduced sickness absence rate after suffering a stressful life event and 30 months after the event (buffer effect) in a sample of Finnish hospital employees [14]. Interactional justice has been longitudinally associated with short-term (1-3 days) sickness absence in Finnish municipal employees at a 12-year follow-up [25], long and frequent sickness absence in Swedish employees [93], and short and long sickness absence spells in Finnish public sector employees [94]. Furthermore, Head et al [95] found an association between low relational justice and an increased risk of sickness absence among both sexes, but relational justice levels predicted long spells of sickness absence only among women.…”

Section: Organizational Justice and Sickness Absence: Longitudinal St...mentioning

confidence: 99%

“…is has prompted research into the potential buffering effects of justice (e.g., [18] or [19]), its mediation/moderation role among other factors related to work or health (e.g., [20,21] or [22]), the possible reverse effects on the relationship between the perception of justice and health (e.g., [23] or [24]), the effect of changes in levels of justice over time (e.g., [25,26] or [27]), the effects of deviation from the group mean of perceived justice in the individual [28], and how perceptions of justice are socially constructed within the other unit/group members [29].…”

Section: Introductionmentioning

confidence: 99%

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Organizational Justice and Health: Reviewing Two Decades of Studies

Alonso

Elovainio

2022

Journal of Theoretical Social Psychology

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Organizational justice refers to employees’ perceptions of the fairness of decision-making rules and policies in the workplace. Lack of justice is suggested to be a significant psychosocial risk factor that affects employees’ attitudes and health. The aim of this narrative review was to compile the evidence available about the effects of organizational justice on health. To this end, a literature search was carried out using the Web of Science, PubMed, and PsycINFO databases. The final sample consisted of 103 articles that studied the effects of justice on mental health (40 results), job stress (26), sickness absence (15), physical health (14), absenteeism/presenteeism (3), safety at work (3), and health of third parties (2). The results show that perceptions of workplace justice predict employees’ mental health, stress-related health problems, and lower levels of sickness absence were relatively compelling. Future studies should focus on less-researched outcomes and on how these associations are modified by other variables for a better understanding of how justice affects health, with a view to being able to carry out preventive measures more efficiently.

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Section: Discussionmentioning

confidence: 99%

“…e uncertainty model could also help to explain the impact of changes in OJ [25,26], because justice variability could be considered a source of uncertainty itself.…”

Section: Discussionmentioning

confidence: 99%

Section: Organizational Justice and Sickness Absence: Longitudinal St...mentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

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Organizational Justice and Health: Reviewing Two Decades of Studies

Alonso

Elovainio

2022

Journal of Theoretical Social Psychology

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Sickness absence trajectories among young and early midlife employees with psychological distress: the contributions of social and health-related factors in a longitudinal register linkage study

Salmela,

Heinonen,

Knop

et al. 2024

Int Arch Occup Environ Health

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Purpose Psychological distress has been associated with sickness absence (SA), but less is known about whether there are distinct patterns in the development of SA among people with psychological distress. We examined trajectories of short- and long-term SA among employees with psychological distress and how social and health-related factors are associated with them. Methods We used the employer’s register data on all-cause short- (≤ 10 working days) and long-term (> 10 working days) SA with a two-year follow-up. We prospectively linked the Helsinki Health Study survey data on 19–39-year-old employees of the City of Helsinki, Finland, in 2017, to the SA data. We included 1060 participants (81% women) who reported experiencing psychological distress, measured by the emotional wellbeing scale of RAND-36. Survey responses of age; gender; education; marital status; social support, procedural and interactional organisational justice, and bullying at work; physical activity; diet; tobacco and alcohol use; prior SA; and the level of psychological distress were included as exposures. Group-based trajectory modelling and multinomial logistic regression were used for the analyses. Results We identified four short-term SA trajectories: ‘low’ (n = 379, 36% of participants), ‘descending’ (n = 212, 20%), ‘intermediate’ (n = 312, 29%), and ‘high’ (n = 157, 15%); and two long-term SA trajectories: ‘low’ (n = 973, 92%) and ‘high’ (n = 87, 8%). A higher education, fewer prior SA, and lower levels of psychological distress were associated with the ‘low’ short- and long-term SA trajectories. Conclusion SA trajectories differ among employees with psychological distress. Early intervention and support are needed among employees with mental health symptoms to prevent future SA.

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A longitudinal study of changes in interactional justice and subsequent short-term sickness absence among municipal employees

Cited by 2 publications

References 32 publications

Organizational Justice and Health: Reviewing Two Decades of Studies

Organizational Justice and Health: Reviewing Two Decades of Studies

Sickness absence trajectories among young and early midlife employees with psychological distress: the contributions of social and health-related factors in a longitudinal register linkage study

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