Kivimäki M, Elovainio M, Vahtera J, Ferrie J E
Department of Psychology, Finnish Institute of Occupational Health, Topeliuksenkatu 41 aA, FIN-00250 Helsinki, Finland.
Occup Environ Med. 2003 Jan;60(1):27-33; discussion 33-4. doi: 10.1136/oem.60.1.27.
To examine the association between components of organisational justice (that is, justice of decision making procedures and interpersonal treatment) and health of employees.
The Poisson regression analyses of recorded all-cause sickness absences with medical certificate and the logistic regression analyses of minor psychiatric morbidity, as assessed by the General Health Questionnaire, and poor self rated health status were based on a cohort of 416 male and 3357 female employees working during 1998-2000 in 10 hospitals in Finland.
Low versus high justice of decision making procedures was associated with a 41% higher risk of sickness absence in men (rate ratio (RR) 1.4, 95% confidence interval (CI) 1.1 to 1.8), and a 12% higher risk in women (RR 1.1, 95% CI 1.0 to 1.2) after adjustment for baseline characteristics. The corresponding odds ratios (OR) for minor psychiatric morbidity were 1.6 (95% CI 1.0 to 2.6) in men and 1.4 (95% CI 1.2 to 1.7) in women, and for self rated health 1.4 in both sexes. In interpersonal treatment, low justice increased the risk of sickness absence (RR 1.3 (95% CI 1.0 to 1.6) and RR 1.2 (95% CI 1.2 to 1.3) in men and women respectively), and minor psychiatric morbidity (OR 1.2 in both sexes). These figures largely persisted after control for other risk factors (for example, job control, workload, social support, and hostility) and they were replicated in initially healthy subcohorts. No evidence was found to support the hypothesis that organisational justice would represent a consequence of health (reversed causality).
This is the first longitudinal study to show that the extent to which people are treated with justice in workplaces independently predicts their health.
研究组织公正的各个组成部分（即决策程序公正和人际对待公正）与员工健康之间的关联。
基于1998年至2000年期间在芬兰10家医院工作的416名男性和3357名女性员工队列，对有医疗证明的全因病假进行泊松回归分析，对由一般健康问卷评估的轻度精神疾病发病率和自我评估健康状况较差进行逻辑回归分析。
在对基线特征进行调整后，决策程序公正程度低与高相比，男性病假风险高41%（率比（RR）1.4，95%置信区间（CI）1.1至1.8），女性病假风险高12%（RR 1.1，95%CI 1.0至1.2）。男性轻度精神疾病发病率的相应比值比（OR）为1.6（95%CI 1.0至2.6），女性为1.4（95%CI 1.2至1.7），自我评估健康方面男女均为1.4。在人际对待方面，公正程度低会增加病假风险（男性RR 1.3（95%CI 1.0至1.6），女性RR 1.2（95%CI 1.2至1.3））以及轻度精神疾病发病率（男女OR均为1.2）。在控制其他风险因素（如工作控制、工作量、社会支持和敌意）后，这些数据基本保持不变，并且在最初健康的亚队列中得到了重复验证。没有证据支持组织公正代表健康结果（因果关系颠倒）这一假设。
这是第一项纵向研究，表明在工作场所人们受到公正对待的程度能独立预测他们的健康。
