Department of Mental Health, Graduate School of Medicine, The University of Tokyo, 7-3-1 Hongo, Bunkyo-ku, Tokyo, 113-0033, Japan.
Int Arch Occup Environ Health. 2010 Jan;83(1):29-38. doi: 10.1007/s00420-009-0485-7. Epub 2009 Nov 11.
To investigate the cross-sectional association between organizational justice (i.e., procedural justice and interactional justice) and psychological distress or work engagement, as well as the mediating roles of other job stressors (i.e., job demands and job control, or their combination, effort-reward imbalance [ERI], and worksite support).
A total of 243 workers (185 males and 58 females) from a manufacturing factory in Japan were surveyed using a self-administered questionnaire including the Organizational Justice Questionnaire, Job Content Questionnaire, Effort-Reward Imbalance Questionnaire, K6 scale, Utrecht Work Engagement Scale, and other covariates. Multiple mediation analyses with the bootstrap technique were conducted.
In the bivariate analysis, procedural justice and interactional justice were significantly and negatively associated with psychological distress; they were significantly and positively associated with work engagement. In the mediation analysis, reward at work (or ERI) significantly mediated between procedural justice or interactional justice and psychological distress; worksite support significantly mediated between procedural justice or interactional justice and work engagement.
The effects of organizational justice on psychological distress seem to be mediated by reward at work (or ERI) while those regarding work engagement may be mediated by worksite support to a large extent, at least in Japanese workers.
调查组织公正（即程序公正和互动公正）与心理困扰或工作投入之间的横断面关联，以及其他工作压力源（即工作要求和工作控制，或其组合、努力-回报失衡[ERI]和工作场所支持）的中介作用。
对日本一家制造工厂的 243 名工人（185 名男性和 58 名女性）进行了调查，使用的调查问卷包括组织公正问卷、工作内容问卷、努力-回报失衡问卷、K6 量表、乌得勒支工作投入量表以及其他协变量。采用 bootstrap 技术进行了多项中介分析。
在双变量分析中，程序公正和互动公正与心理困扰呈显著负相关；与工作投入呈显著正相关。在中介分析中，工作奖励（或 ERI）在程序公正或互动公正与心理困扰之间存在显著的中介作用；工作场所支持在程序公正或互动公正与工作投入之间存在显著的中介作用。
组织公正对心理困扰的影响似乎是通过工作奖励（或 ERI）来介导的，而对工作投入的影响可能在很大程度上是通过工作场所支持来介导的，至少在日本工人中是这样。
