Herr Raphael M, Bosch Jos A, van Vianen Annelies E M, Jarczok Marc N, Thayer Julian F, Li Jian, Schmidt Burkhard, Fischer Joachim E, Loerbroks Adrian
Mannheim Institute of Public Health, Social and Preventive Medicine, Medical Faculty Mannheim, Heidelberg University, Mannheim, Germany.
Ann Behav Med. 2015 Jun;49(3):434-48. doi: 10.1007/s12160-014-9669-9.
Perceived injustice at work predicts coronary heart disease. Vagal dysregulation represents a potential psychobiological pathway.
We examined associations between organizational justice and heart rate variability (HRV) indicators. Grounded in social exchange and psychological contract theory, we tested predictions that these associations are more pronounced among white-collar than among blue-collar workers.
Cross-sectional data from 222 blue-collar and 179 white-collar men were used. Interactional and procedural justice were measured by questionnaire. Ambulatory HRV was assessed across 24 h. Standardized regression coefficients (β) were calculated.
Among white-collar workers, interactional justice showed positive relationships with 24-h HRV, which were strongest during sleeping time (adjusted βs≥0.26; p values≤0.01). No associations were found for blue-collar workers. A comparable but attenuated pattern was observed for procedural justice.
Both dimensions of organizational injustice were associated with lowered HRV among white-collar workers. The impact of justice and possibly its association with health seems to differ by occupational groups.
工作中感受到的不公正预示着冠心病。迷走神经调节异常是一条潜在的心理生物学途径。
我们研究了组织公正与心率变异性（HRV）指标之间的关联。基于社会交换和心理契约理论，我们检验了以下预测：这些关联在白领中比在蓝领工人中更为明显。
使用了来自222名蓝领男性和179名白领男性的横断面数据。通过问卷测量互动公正和程序公正。在24小时内评估动态HRV。计算标准化回归系数（β）。
在白领工人中，互动公正与24小时HRV呈正相关，在睡眠时间这种相关性最强（调整后的β≥0.26；p值≤0.01）。在蓝领工人中未发现关联。程序公正观察到类似但减弱的模式。
组织不公正的两个维度都与白领工人HRV降低有关。公正的影响及其与健康的关联似乎因职业群体而异。
