Affiliations: Centre for Work and Rehabilitation, IMH, University of
Linköping, Linköping, Sweden
Note: [] Address for correspondence: Mats Liljegren, Centre for Work and
Rehabilitation, IMH, University of Linköping, 581 83 Linköping, Sweden.
Tel.: +46 13 224570; Fax: +46 13 225095; E-mail: mats. liljegren@ihs.liu.se
Abstract: Aim: The aim of the present study was to examine the cross-sectional
and 2-year longitudinal associations between perceived organizational justice,
self-rated health and burnout. Metods: The study used questionnaire data from 428 Swedish
employment officers and the data was analyzed with Structural Equation
Modeling, SEM. Two different models were tested: a global organizational
justice model (with and without correlated measurement errors) and a
differentiated (distributive, procedural and interactional organizational
justice) justice model (with and without correlated measurement errors). Results: The global justice model with autocorrelations had
the most satisfactory goodness-of-fit indices. Global justice showed
statistically significant (p < 0.01) cross-sectional (0.80 ⩽ {mle ⩽ 0.84)
and longitudinal positive associations (0.76 ⩽ mle
⩽ 0.82) between organizational justice and self-rated health, and
significant (p < 0.01) negative associations between organizational justice
and burnout (cross-sectional: mle = −0.85, longitudinal −0.83 ⩾
mle ⩾ −0.84). Conclusion: The global justice construct showed better
goodness-of-fit indices than the threefold justice construct but a
differentiated organizational justice concept could give valuable information
about health related risk factors: if they are structural (distributive
justice), procedural (procedural justice) or inter-personal (interactional
justice). The two approaches to study organizational justice should therefore
be regarded as complementary rather than exclusive.
