Lee HyunSuk, Um KangHyun, Ju YoungSu, Lee Sukkoun, Choi Min, Paek Domyung, Cho Seong-Sik
Department of Occupational and Environmental Medicine, Hallym University Sacred Heart Hospital, Anyang, Korea.
Korea Institute of Labor Safety and Health, Seoul, Korea.
Ann Occup Environ Med. 2018 Jun 5;31:e7. doi: 10.35371/aoem.2019.31.e7. eCollection 2019.
The organizational justice model can evaluate job stressor from decision-making process, attitude of managerial or senior staff toward their junior workers, and unfair resource distribution. Stress from organizational injustice could be harmful to workers' mental health. The purpose of this study is to explore the association between organizational justice and depressive symptoms in a securities company.
To estimate organizational justice, a translated Moorman's organizational justice evaluation questionnaire (Korean) was employed. Cronbach's α coefficient was estimated to assess the internal consistency of the translated questionnaire. To assess depressive symptoms, the Center for Epidemiologic Studies Depression (CES-D) scale was used. The link between the sub-concepts of the organizational justice model and depressive symptoms was assessed utilizing multiple logistic regression models.
The risk of depressive symptoms was significantly higher among workers with higher levels of all subcategory of organizational injustice. In the full adjusted model odds ratio (OR) of higher level of procedural injustice 2.79 (95% confidence interval [CI], 1.58-4.90), OR of the higher level of relational injustice 4.25 (95% CI, 2.66-6.78), OR of higher level of distributional injustice 4.53 (95% CI, 2.63-7.83) respectively. Cronbach's α coefficient of the Korean version was 0.93 for procedural justice, 0.93 for relational justice, and 0.95 for distributive justice.
A higher level of organizational injustice was linked to higher prevalence of depressive symptoms among workers in a company of financial industry.
组织公正模型可以从决策过程、管理人员或高级职员对初级员工的态度以及不公平的资源分配等方面评估工作压力源。组织不公正带来的压力可能会损害员工的心理健康。本研究的目的是探讨一家证券公司中组织公正与抑郁症状之间的关联。
为评估组织公正，采用了一份翻译后的穆尔曼组织公正评估问卷（韩文版）。计算克朗巴哈α系数以评估翻译后问卷的内部一致性。为评估抑郁症状，使用了流行病学研究中心抑郁量表（CES-D）。利用多元逻辑回归模型评估组织公正模型子概念与抑郁症状之间的联系。
在组织不公正所有子类别水平较高的员工中，出现抑郁症状的风险显著更高。在完全调整模型中，程序不公正水平较高的比值比（OR）为2.79（95%置信区间[CI]，1.58 - 4.90），关系不公正水平较高的OR为4.25（95% CI，2.66 - 6.78），分配不公正水平较高的OR为4.53（95% CI，2.63 - 7.83）。韩文版的克朗巴哈α系数在程序公正方面为0.93，关系公正方面为0.93，分配公正方面为0.95。
在金融行业的一家公司中，较高水平的组织不公正与员工中较高的抑郁症状患病率相关。
