Ono Hiromi
Faculty of Human Sciences, University of Tsukuba, Tsukuba, Japan.
Front Public Health. 2025 Jun 25;13:1507607. doi: 10.3389/fpubh.2025.1507607. eCollection 2025.
Although work-life balance measures have become an important theme in corporate personnel resource management, they have not been thoroughly examined from the perspective of perceived fairness within Japanese organizations. This study developed a model hypothesizing that supervisors' awareness of interpersonal justice is negatively associated with workplace stressors, while workplace stressors are positively associated with anger through situations that evoke a sense of unfairness related to male parental leave.
A web panel survey was conducted through an Internet research company. Four hundred valid responses were obtained (200 men and 200 women; M = 40.25 ± 10.59 years). Participants completed measures of anger, sense of unfairness, workplace stressors, and supervisors' interpersonal justice.
Men were more likely than women to harbor feelings of anger regarding their male coworkers' uptake of long-term parental leave. Women were more likely than men to harbor resentment toward male coworkers who take parental leave without fully dedicating themselves to childcare. The goodness-of-fit analysis indicated a good model fit.
Workplace stressors are positively associated with anger through a sense of unfairness regarding male parental leave. In Japan, it is easy to think that child-rearing is the responsibility of women, and it is likely that colleagues in the workplace will have negative feelings toward men who take long-term parental leave. In addition, since the interpersonal fairness of supervisors is negatively associated with workplace stressors, it can be concluded that supervisors play an important role in workplaces where men take long periods of parental leave. In the future, if the number of men taking long-term parental leave increases, studies focusing on employees whose male coworkers have taken long-term parental leave will be possible.
尽管工作与生活平衡措施已成为企业人力资源管理中的一个重要主题，但在日本组织内部，从感知公平的角度对其进行的研究还不够深入。本研究构建了一个模型，假设主管的人际公平意识与工作场所压力源呈负相关，而工作场所压力源通过引发与男性育儿假相关的不公平感的情境与愤怒呈正相关。
通过一家互联网研究公司进行了一项网络面板调查。共获得400份有效回复（男性200名，女性200名；平均年龄M = 40.25 ± 10.59岁）。参与者完成了愤怒、不公平感、工作场所压力源以及主管人际公平的测量。
男性比女性更有可能对男性同事休长期育儿假怀有愤怒情绪。女性比男性更有可能对休育儿假却未全身心投入育儿的男性同事心怀不满。拟合优度分析表明模型拟合良好。
工作场所压力源通过对男性育儿假的不公平感与愤怒呈正相关。在日本，人们很容易认为育儿是女性的责任，职场同事可能会对休长期育儿假的男性产生负面情绪。此外，由于主管的人际公平与工作场所压力源呈负相关，可以得出结论，在男性休长期育儿假的工作场所中，主管起着重要作用。未来，如果休长期育儿假的男性数量增加，针对其男性同事休长期育儿假的员工的研究将成为可能。
