University at Albany, SUNY, Albany, NY, USA.
Stress Health. 2014 Feb;30(1):12-22. doi: 10.1002/smi.2491. Epub 2013 Apr 29.
By drawing from theoretical perspectives suggesting that unfair conditions threaten fundamental psychological needs, perceived unfairness at work was proposed and tested as a predictor of resting blood pressure. As part of the Midlife Development in the United States Biomarkers project, participants completed questionnaires measuring perceived unfairness, self-esteem and coworker support. Resting blood pressure readings were also recorded as part of a larger physical examination. Results indicate that perceived unfairness at work was associated with higher resting diastolic and systolic blood pressure. Perceived unfairness was most strongly related to diastolic and systolic blood pressure among women with low levels of coworker support. Contrary to predictions, self-esteem did not moderate the association between perceived unfairness and blood pressure. These results suggest that high blood pressure may be a mechanism linking unfairness to negative health outcomes and point to coworker support as a moderator of the perceived unfairness-blood pressure relationship among women. Further research is needed exploring the mediating mechanisms linking unfair treatment at work to blood pressure and health.
从理论角度来看，不公平的条件会威胁到基本的心理需求，因此工作中的不公平感被提出并被测试为静息血压的预测因子。作为美国中年发展生物标志物项目的一部分，参与者完成了测量不公平感、自尊和同事支持的问卷。静息血压读数也是作为更大体检的一部分记录的。结果表明，工作中的不公平感与静息舒张压和收缩压升高有关。在同事支持水平较低的女性中，不公平感与舒张压和收缩压的关系最为密切。与预测相反，自尊并不能调节不公平感与血压之间的关系。这些结果表明，高血压可能是将不公平与负面健康结果联系起来的一种机制，并指出同事支持是女性中不公平感与血压关系的调节因素。需要进一步研究探索将工作中的不公平待遇与血压和健康联系起来的中介机制。
