Ferrie J E, Head J, Shipley M J, Vahtera J, Marmot M G, Kivimäki M
International Centre for Health and Society, Department of Epidemiology and Public Health, University College London Medical School, UK.
Occup Environ Med. 2006 Jul;63(7):443-50. doi: 10.1136/oem.2005.022269. Epub 2006 May 12.
Previous studies of organisational justice and mental health have mostly examined women and have not examined the effect of change in justice.
To examine effects of change in the treatment of employees by supervisors (the relational component of organisational justice) on minor psychiatric morbidity, using a cohort with a large proportion of men.
Data are from the Whitehall II study, a prospective cohort of 10 308 white-collar British civil servants (3143 women and 6895 men, aged 35-55 at baseline) (Phase 1, 1985-88). Employment grade, relational justice, job demands, job control, social support at work, effort-reward imbalance, physical illness, and psychiatric morbidity were measured at baseline. Relational justice was assessed again at Phase 2 (1989-90). The outcome was cases of psychiatric morbidity by Phases 2 and 3 (1991-93) among participants case-free at baseline.
In analyses adjusted for age, grade, and baseline physical illness, women and men exposed to low relational justice at Phase 1 were at higher risk of psychiatric morbidity by Phases 2 and 3. Adjustment for other psychosocial work characteristics, particularly social support and effort-reward imbalance, partially attenuated these associations. A favourable change in justice between Phase 1 and Phase 2 reduced the immediate risk (Phase 2) of psychiatric morbidity, while an adverse change increased the immediate and longer term risk (Phase 3).
This study shows that unfair treatment by supervisors increases risk of poor mental health. It appears that the employers' duty to ensure that employees are treated fairly at work also has benefits for health.
以往关于组织公正与心理健康的研究大多以女性为研究对象，且未考察公正变化的影响。
以男性占比大的队列研究，考察上级对员工的待遇变化（组织公正的关系成分）对轻度精神疾病的影响。
数据来自白厅II研究，这是一项对10308名英国白领公务员（3143名女性和6895名男性，基线年龄35 - 55岁）进行的前瞻性队列研究（第一阶段，1985 - 1988年）。在基线时测量就业等级、关系公正、工作需求、工作控制、工作中的社会支持、努力 - 回报失衡、身体疾病和精神疾病。在第二阶段（1989 - 1990年）再次评估关系公正。结局指标是基线时无精神疾病的参与者在第二阶段和第三阶段（1991 - 1993年）出现精神疾病的情况。
在对年龄、等级和基线身体疾病进行调整的分析中，第一阶段经历低关系公正的女性和男性在第二阶段和第三阶段患精神疾病的风险更高。对其他社会心理工作特征，特别是社会支持和努力 - 回报失衡进行调整后，这些关联部分减弱。第一阶段到第二阶段关系公正的有利变化降低了精神疾病的近期风险（第二阶段），而不利变化则增加了近期和长期风险（第三阶段）。
本研究表明上级的不公平待遇会增加心理健康不佳的风险。看来雇主有责任确保员工在工作中得到公平对待，这对健康也有益处。
