Organizational injustice and sickness absence: The moderating role of locked-in status.

Organizational injustice is known to negatively affect employees' health and to increase the risk for sickness absence. The negative health effects are also known to be more pronounced in uncontrollable, strain increasing, situations at the workplace. This study tests whether locked-in status, i.

Sustainable Return to Work for Workers with Mental Health and Musculoskeletal Conditions.

Unlabelled: Common mental health and musculoskeletal disorders (CMDs and MSDs) are two of the most significant causes of non-participation in employment amongst working age adults.

Background: This case study fills an important gap in the scientific literature on reintegration back to work after sickness absence due to CMDs and MSDs. It particularly examines the return to work (RTW) experiences of sick-listed employees to understand the facilitators and barriers of sustainable RTW.

Trajectories of Procedural and Interactional Justice as Predictors of Retirement among Swedish Workers: Differences between Three Groups of Retirees.

Organizational justice is an important aspect of the psychosocial work environment, but there is a lack of studies on whether justice perceptions also predict retirement decisions. The aim of this study is to examine trajectories of procedural and interactional justice perceptions prior to retirement of three groups of retirees while considering self-rated health and important demographics. Data from the Swedish Longitudinal Occupational Survey of Health (2006-2018, N = 3000) were used.

The mediating effect of exhaustion in the relationship between effort-reward imbalance and turnover intentions: A 4-year longitudinal study from Sweden.

Objectives: Earlier studies suggest that imbalance between effort and reward at work associates with exhaustion. Others have found that exhaustion increases turnover intentions; an important precursor of actual turnover that also associates with counterproductive work behaviors. Few, however, have studied the associations between effort-reward imbalance (ERI) and employees' intentions to leave their current employment, and whether exhaustion is underpinning that relationship.

Is interpersonal justice related to group and organizational turnover? Results from a Swedish panel study.

Rational: Research on the relationship between organizational justice and turnover has mainly focused on turnover intentions rather than behavior, and the role of health in this relationship has been widely ignored.

Objective: In his study, we hypothesized that interpersonal justice perceptions and self-rated health impact on later group (changing work groups while staying in the organization) and organizational turnover (changing organizations). The main effect of self-rated health on group and organizational turnover, as well as its moderating influence on the relationship between interpersonal justice perceptions and turnover, was investigated.

Just What I See? Implications of Congruence Between Supervisors' and Employees' Perceptions of Pay Justice for Employees' Work-Related Attitudes and Behaviors.

Perceiving a pay system as just has been suggested to be a precondition for individualized pay to have a motivating effect for employees. Supervisors' enacted justice is central for understanding the effects that pay setting can have on employee attitudes and behavior. Yet, enacted justice has received little research attention, in regard to both organizational justice and pay-related topics.

Effects of procedural justice on prospective antidepressant medication prescription: a longitudinal study on Swedish workers.

Background: Procedural justice has been linked to several mental health problems, but most studies have used self-reported data. There exist a need to assess the link between procedural justice and health using outcomes that are not only self-reported. The aim of the current study was to examine whether perceived procedural justice at work is prospectively associated with antidepressant medication prescription.

Sustainable Return to Work: A Systematic Review Focusing on Personal and Social Factors.

Purpose A systematic review was conducted to evaluate the impact of important personal and social factors on sustainable return to work (RTW) after ill-health due musculoskeletal disorders (MSDs) and common mental disorders (CMDs) and to compare the effects of these personal and social factors across both conditions. Sustainable RTW is defined as a stable full-time or part-time RTW to either original or modified job for a period of at least 3 months without relapse or sickness absence re-occurrence. Methods A literature search was conducted in 13 databases and 79 studies were selected for the review, of which the methodological design was graded as very high, high and low quality.

Can lifestyle preferences help explain the persistent gender gap in academia? The "mothers work less" hypothesis supported for German but not for U.S. early career researchers.

Do lifestyle preferences contribute to the remaining gender gap in higher positions in academia with highly qualified women-especially those with children-deliberately working fewer hours than men do? We tested the "mothers work less" hypothesis in two samples of early career researchers employed at universities in Germany (N = 202) and in the US (N = 197). Early career researchers in the US worked on average 6.3 hours more per week than researchers in Germany.

Organizational justice and health: Studying mental preoccupation with work and social support as mediators for lagged and reversed relationships.

Organizational justice perceptions are considered a predictor of health and well-being. To date, empirical evidence about whether organizational justice perceptions predict health or health predicts organizational justice perceptions is mixed. Furthermore, the processes underlying these relationships are largely unknown.

Interactional justice at work is related to sickness absence: a study using repeated measures in the Swedish working population.

Background: Research has shown that perceived unfairness contributes to higher rates of sickness absence. While shorter, but more frequent periods of sickness absence might be a possibility for the individual to get relief from high strain, long-term sickness absence might be a sign of more serious health problems. The Uncertainty Management Model suggests that justice is particularly important in times of uncertainty, e.

The influence of and change in procedural justice on self-rated health trajectories: Swedish Longitudinal Occupational Survey of Health results.

Objectives: Procedural justice perceptions are shown to be associated with minor psychiatric disorders, long sickness absence spells, and poor self-rated health, but previous studies have rarely considered how changes in procedural justice influence changes in health.

Methods: Data from four consecutive biennial waves of the Swedish Longitudinal Survey of Health (SLOSH) (N=5854) were used to examine trajectories of self-rated health. Adjusting for age, sex, socioeconomic position, and marital status, we studied the predictive power of change in procedural justice perceptions using individual growth curve models within a multilevel framework.

Don't let it get to you! A moderated mediated approach to the (in)justice-health relationship.

The present study investigates the consequences of overall justice perceptions on employees' mental health and work-family conflict. While many studies have found that perceiving injustice at work is harmful, little is known about the underlying processes. Based on the allostatic load model, it is hypothesized that mental preoccupation with work, defined as a cognitive state, is a mediator linking overall justice perceptions to employee health.