Nakamura Saki, Somemura Hironori, Sasaki Norio, Yamamoto Megumi, Tanaka Mika, Tanaka Katsutoshi
Department of Occupational Mental Health, Kitasato University Graduate School of Medical Sciences, Japan.
Ind Health. 2016 Jun 10;54(3):263-71. doi: 10.2486/indhealth.2015-0164. Epub 2016 Feb 10.
Organizational justice (OJ) influences the well-being of employees of organizations. We conducted a randomized controlled trial to examine whether or not brief management training increases OJ for subordinates. Study participants were managers and subordinates working in the private manufacturing sector. Randomization at the departmental level generated an intervention group of 23 departments (93 managers and 248 subordinates) and a control group of 23 departments (91 managers and 314 subordinates). Managers in the intervention group received a 90-min training session to investigate the attitudes and behavior of managers and help increase OJ. Subordinates completed self-administered OJ questionnaire surveys on procedural, interpersonal, and informational justice before and 3 months after intervention. For all subordinates, the interaction between group and time in OJ scores obtained before and 3 months after intervention were not significant. However, in subgroup analyses of the lowest tertile group in relation to the baseline of each of the three OJ subscales and total scores, the lowest tertile group of the interpersonal justice subscale showed significant improvement. The results of this study suggest that brief management training in OJ for managers significantly improves a low rating from subordinates in interpersonal justice. Further studies are required to develop a specific intervention method to increase OJ.
组织公正（OJ）会影响组织员工的幸福感。我们进行了一项随机对照试验，以检验简短的管理培训是否能提高下属的组织公正感。研究参与者为私营制造业部门的经理和下属。部门层面的随机分组产生了一个由23个部门组成的干预组（93名经理和248名下属）以及一个由23个部门组成的对照组（91名经理和314名下属）。干预组的经理参加了一次90分钟的培训课程，以调查经理的态度和行为并帮助提高组织公正感。下属在干预前和干预后3个月完成了关于程序公正、人际公正和信息公正的自我管理式组织公正问卷调查。对于所有下属而言，干预前和干预后3个月所获得的组织公正得分的组间与时间的交互作用并不显著。然而，在对三个组织公正子量表及总分各自基线的最低三分位数组进行亚组分析时，人际公正子量表的最低三分位数组显示出显著改善。本研究结果表明，针对经理的简短组织公正管理培训能显著提高下属在人际公正方面的低评分。需要进一步开展研究以开发提高组织公正感的具体干预方法。
