From the Gerontology Research Center and Department of Health Sciences (Drs M.E. von Bonsdorff, M.B. von Bonsdorff, and Rantanen and Ms Kauppinen), University of Jyväskylä, Jyväskylä, Finland; School of Business (Drs M.E. von Bonsdorff and Vanhala), Aalto University, Helsinki, Finland; University of South Florida (Mr Zhou), Tampa; and Kuopio University Hospital (Dr Miettinen), Kuopio, Finland.
J Occup Environ Med. 2014 Mar;56(3):326-30. doi: 10.1097/JOM.0000000000000102.
To explore associations between age, organizational justice, selection, optimization with compensation (SOC), and work ability.
Data for this study were collected in 2011 among 605 employees (mean age = 43.7, SD = 10.7, 86% women) working at a university hospital in Finland.
Age and work ability were negatively associated. Those who experienced high organizational justice and used SOC behaviors at work reported better work ability. The SOC behaviors mediated the relationship between justice and work ability. This meant that high experiences of organizational justice facilitated the use of SOC and thus helped employees maintain their work ability.
Organizational justice can help promote work ability in two ways--directly by supporting employees' mental resources and indirectly by facilitating the use of individual resource allocation strategies in the form of SOC behaviors.
探讨年龄、组织公平、选择、优化与补偿（SOC）与工作能力之间的关系。
本研究的数据于 2011 年在芬兰一家大学医院采集，共涉及 605 名员工（平均年龄=43.7，标准差=10.7，86%为女性）。
年龄与工作能力呈负相关。那些经历过高度组织公平并在工作中采用 SOC 行为的人报告说工作能力更好。SOC 行为在正义与工作能力之间起中介作用。这意味着高度的组织公正有助于利用 SOC，从而帮助员工保持工作能力。
组织公平可以通过两种方式帮助提高工作能力——直接通过支持员工的心理资源，以及通过 SOC 行为等形式间接地促进个人资源配置策略的利用。
