Inoue Akiomi, Kawakami Norito, Eguchi Hisashi, Miyaki Koichi, Tsutsumi Akizumi
Department of Mental Health, Institute of Industrial Ecological Sciences, University of Occupational and Environmental Health, Japan, 1-1 Iseigaoka, Yahatanishi-ku, Kitakyushu 807-8555, Japan.
Department of Mental Health, Graduate School of Medicine, The University of Tokyo, 7-3-1 Hongo, Bunkyo-ku, Tokyo 113-0033, Japan.
Int J Behav Med. 2015 Dec;22(6):775-85. doi: 10.1007/s12529-015-9480-4.
Growing evidence has shown that lack of organizational justice (i.e., procedural justice and interactional justice) is associated with coronary heart disease (CHD) while biological mechanisms underlying this association have not yet been fully clarified.
The purpose of the present study was to investigate the cross-sectional association of organizational justice with physiological CHD risk factors (i.e., blood pressure, high-density lipoprotein [HDL] cholesterol, low-density lipoprotein [LDL] cholesterol, and triglyceride) in Japanese employees.
Overall, 3598 male and 901 female employees from two manufacturing companies in Japan completed self-administered questionnaires measuring organizational justice, demographic characteristics, and lifestyle factors. They completed health checkup, which included blood pressure and serum lipid measurements. Multiple logistic regression analyses and trend tests were conducted.
Among male employees, multiple logistic regression analyses and trend tests showed significant associations of low procedural justice and low interactional justice with high triglyceride (defined as 150 mg/dL or greater) after adjusting for demographic characteristics and lifestyle factors. Among female employees, trend tests showed significant dose-response relationship between low interactional justice and high LDL cholesterol (defined as 140 mg/dL or greater) while multiple logistic regression analysis showed only marginally significant or insignificant odds ratio of high LDL cholesterol among the low interactional justice group. Neither procedural justice nor interactional justice was associated with blood pressure or HDL cholesterol.
Organizational justice may be an important psychosocial factor associated with increased triglyceride at least among Japanese male employees.
越来越多的证据表明，缺乏组织公正（即程序公正和互动公正）与冠心病（CHD）相关，而这种关联背后的生物学机制尚未完全阐明。
本研究的目的是调查日本员工中组织公正与冠心病生理风险因素（即血压、高密度脂蛋白[HDL]胆固醇、低密度脂蛋白[LDL]胆固醇和甘油三酯）之间的横断面关联。
总体而言，来自日本两家制造公司的3598名男性和901名女性员工完成了自我管理的问卷调查，测量组织公正、人口统计学特征和生活方式因素。他们完成了健康检查，包括血压和血脂测量。进行了多项逻辑回归分析和趋势检验。
在男性员工中，多项逻辑回归分析和趋势检验显示，在调整人口统计学特征和生活方式因素后，低程序公正和低互动公正与高甘油三酯（定义为150mg/dL或更高）之间存在显著关联。在女性员工中，趋势检验显示低互动公正与高LDL胆固醇（定义为140mg/dL或更高）之间存在显著的剂量反应关系，而多项逻辑回归分析显示低互动公正组中高LDL胆固醇的优势比仅略微显著或不显著。程序公正和互动公正均与血压或HDL胆固醇无关。
组织公正可能是一个重要的社会心理因素，至少在日本男性员工中与甘油三酯升高有关。
