Organisational injustice from the COVID-19 pandemic: a hidden burden of disease

Stanhope, Jessica; Weinstein, Philip

doi:10.1177/1757913920959113

Cited by 7 publications

(5 citation statements)

References 10 publications

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“…Also, providing organizational resources, such as adequate protection or equipment for working from home to all employees (i.e., distributive justice), could prove to be a compelling investment in preserving employees’ mental health and performance. Stanhope and Weinstein (2021) introduced that working with employees to find the most suitable solutions and procedures to manage workload or prioritize all available resources (i.e., procedural justice) should be considered a winning strategy instead of a barrier.…”

Section: Discussionmentioning

confidence: 99%

Job Insecurity and Job Performance: A Serial Mediated Relationship and the Buffering Effect of Organizational Justice

2021

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The study aimed to extend the current knowledge of the relationship between job insecurity and performance. In line with traditional stress theories, work-family and burnout were hypothesized as serial mediators of the negative link between job insecurity and job performance. Also, the current study hypothesized that the association between job insecurity and the mediators [i.e., Work-family conflict (WFC) and burnout] could be buffered by perceived organizational justice among employees. Therefore, we empirically tested a moderated serial mediation model. Participants were 370 employees of an Italian multiservice social cooperative. Data were collected using a self-report questionnaire in the aftermath of the COVID-19 pandemic outbreak. The obtained results indicated that WFC and burnout mediated the association between job insecurity and job performance. Furthermore, perceived organizational justice buffered the relationship between job insecurity and WFC. Concerning job burnout, the association with job insecurity was moderated only among employees perceiving medium and high levels of organizational justice. The moderated serial mediation index provided support to the role of organizational justice in decreasing the association between job insecurity and job performance. This study delves deeper into the variables explaining the relationship between job insecurity and job performance by testing a serial process mechanism that involved WFC and burnout. Additionally, the obtained results provide suggestions to organizations and managers regarding the protective role of organizational justice to sustain employees’ mental health and performance. Practical implications at the organizational and managerial level are provided, along with a focus on the actual impact of the pandemic.

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Section: Discussionmentioning

confidence: 99%

Job Insecurity and Job Performance: A Serial Mediated Relationship and the Buffering Effect of Organizational Justice

2021

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“…Second, the conclusions drawn here should serve as an alert to the risk that the double perception of job insecurity and financial threat can generate by increasing psychological self-pressures of productivity and the over-commitment to the job, one of the first consequences that have already been detected since the pandemic began (Mukhtar, 2020;Stanhope & Weinstein, 2021;Zhang et al, 2021). The COVID-19 crisis place explicit or implicit demands that are responded to by people with work overload, increasing working days (in person or remotely), reducing or giving up days off or vacation days, or accepting abusive working conditions that can also increase the perception of qualitative job insecurity (Hellgren et al, 1999), lower perceived control and the resulting negative effects on mental and physical health (Vander Elst, Richter et al, 2014;Zhang et al, 2021).…”

Section: Practical Implicationsmentioning

confidence: 99%

Job Insecurity, Financial Threat, and Mental Health in the COVID-19 Context: The Moderating Role of the Support Network

et al. 2022

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The aim of this study is two-fold. Firstly, to analyze the relations between the perceptions of job insecurity and financial threat and general mental health during the early stage of the COVID-19 pandemic. And secondly, to identify the potential moderating effect of the support network. We carried out a cross-sectional study on a non-probabilistic sample aimed at a general Chilean adult population to analyze this. The results show that both job insecurity ( β = −.183; p < .001) and financial threat ( β = −.309; p < .001) are associated with a decline in general mental health. Likewise, the results indicated a positive relationship between support network and general mental health in the two models analyzed ( βs = 0.322 and 0.182; ps < 0.001 and = 0.012, respectively), as well as a moderating effect of support network on the relationship between job insecurity and decreased general mental health ( β = .232; p < .001). The theoretical and applied scope of these findings are analyzed, and their challenges and limitations are discussed.

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“…Finally, we believe that investigating the ethical obligations of organizations in reducing ERI and CROS would be valuable. Given that ERI has been framed as a form of organizational injustice [ 64 ], it stands to reason that addressing CROS can make for a more just organizational climate. Such positioning should be investigated in future work.…”

Section: Discussionmentioning

confidence: 99%

The stress of nursing: exploring communicatively restricted organizational stress (CROS), effort-reward imbalance, and organizational support among a sample of U.S. working nurses

Boren,

Veksler

2023

J Occup Med Toxicol

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Background Nurses experience a constellation of negative outcomes such as lost productivity, based on their high levels of organizational stress. Following recommendations for best practices in health communication can dramatically improve the organizational climate for nurses and can have a significant effect on patient outcomes. In this study, we evaluate the impact of Communicative Restricted Organizational Stress (CROS) and effort-reward imbalance (ERI). Methods A mixed-methods approach was employed. A professional survey research vendor was contracted to obtain an appropriate national sample (N = 299) of working nurses in the United States of America. Participants completed an online closed-ended questionnaire for the quantitative portion of the study. Qualitative data were gathered from member-checking follow-up interviews. Results Results of the quantitative analysis indicated that nurses experience CROS, that these experiences are distressing, that CROS functions as an effort in the effort-reward-imbalance model, and that CROS and ERI contribute to negative outcomes such as insomnia, productivity lost, and poor general health. Specifically, a moderated moderation model accounted for 53% of the variance [F (7,290) = 47.363, p < .001] indicating that nurses with high levels of CROS distress and low levels of organizational support experienced the highest level of ERI in the presence of high nursing stress, t (296) = 3.05, p = .03, 95% CI [0.0038, 0.0178]. These findings were validated through member-checking qualitative interviews and specific overarching themes were explicated. Conclusions CROS is an important variable in understanding the experience of nursing stress. Furthermore, CROS serves as an effort in the ERI Model and serves to exacerbate nursing stress. We recommend practical implications for the improvement of psychosocial stress in an occupational environment for nurses.

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Organisational injustice from the COVID-19 pandemic: a hidden burden of disease

Cited by 7 publications

References 10 publications

Job Insecurity and Job Performance: A Serial Mediated Relationship and the Buffering Effect of Organizational Justice

Job Insecurity and Job Performance: A Serial Mediated Relationship and the Buffering Effect of Organizational Justice

Job Insecurity, Financial Threat, and Mental Health in the COVID-19 Context: The Moderating Role of the Support Network

The stress of nursing: exploring communicatively restricted organizational stress (CROS), effort-reward imbalance, and organizational support among a sample of U.S. working nurses

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