Psychological capital, organizational justice and health

Abstract

Purpose This study is based on job demands-resources model and the conservation of resources theory explores the roleof psychological capital (PsyCap), as a personal resource, and organizational justice (distributive and procedural), as a contextual resource, in enhancing health through work engagement. The paper aims to discuss this issue. Design/methodology/approach A sample of 193 Romanian social workers (87.60 percent women) from the national network was used to test two structural models. Findings Structural equation modeling analysis revealed that work engagement partially mediates the relationship between PsyCap and health, and work engagement totally mediates the relationship between organizational justice and health. Research limitations/implications The results emphasize the role of resources, PsyCap and organizational justice, in protecting the social workers’ health. Practical implications These findings support the necessity of combined evidence-based programs to develop social worker’s PsyCap and to maintain the optimum level of perceived organizational justice. These intervention programs can, in turn, enhance the work engagement and protect the health of employees in the workplace. Originality/value This study indicates a novel conceptual model that has two simultaneous predictors of work engagement and health. It provides insights into how contextual resources (organizational justice) potentiate the effect of personal resources (PsyCap) in enhancing health.

Caracterización del capital psicológico en el profesorado: una revisión sistemática

“…Es más, recientemente se ha propuesto el estudio de un nuevo constructo, el capital psicológico orientado a la salud (Harms, Vanhove, Luthans, 2017). Por ello, diversos autores defi enden que los recursos positivos que subyacen al capital psicológico desencadenan una serie de factores protectores de la salud y el bienestar (Grover, Teo, Pick, Roche y Newton, 2018;Lupșa, Baciu y Virga, 2019;Okun, 2020;Youssef-Morgan y Luthans, 2015).…”

Psychological needs matter more than social and organizational resources in explaining organizational commitment

“…Procedural justice was measured with a scale from a multi‐dimensional instrument proposed by Colquitt (2001) and used in the Romanian version in previous research (e.g., Lupșa et al ., 2019). The instrument contains seven items (e.g., “Procedures used to make decisions in the organization are impartial”) that participants rate on a seven‐point Likert scale (1 = very strong disagreement to 7 = very strong agreement) .…”

“…Furthermore, we selected organizational justice as an essential organizational resource (Lupșa, Baciu & Vîrga, 2019; Schaufeli, 2017) because “employees’ perceptions of organizational justice and fulfillment of promissory expectations can be viewed as a resource that the employees expect the employer to provide” (Agarwal, 2014, p. 60). Thus, we consider procedural justice as a precursor of organizational commitment.…”

“…The “organizational justice” term describes people’s perception of fairness in organizations (Greenberg, 1990) and is considered an organizational resource in the JD‐R theory (Lupșa et al ., 2019; Schaufeli, 2017). Procedural justice is a dimension of organizational justice (Cohen‐Charash & Spector, 2001; Colquitt, 2001), reflecting an employee’s judgments about the fairness of the decision making process through which outcomes are allocated (Greenberg, 1990).…”

Employee well-being in a stressful work environment

“…The review is based on: “Psychological capital, organizational justice and health: The mediating role of work engagement” by Lupsa et al (2020), published in Personnel Review. Psychological capital and perceived organizational justice are important personal and job-related resources with scope to positively affect employee health in stressful work contexts.…”