Organizational justice, sensitivity to injustice and the experience of stress.
Notice bibliographique
Résumé
Adherence to the principles of organizational justice is associated with positive workplace attitudes and behaviour, while injustice contributes to undesirable reactions (Cropanzano & Greenberg, 1997). However, the outcomes most often considered in organizational justice research have been attitudinal or behavioural in nature. Health related outcomes, such as stress, have not been fully explored in the justice literature. This is a serious oversight as stress is associated with negative strain related outcomes such as depression, decreased job satisfaction, and absenteeism (Kahn & Byosiere, 1992). As injustice is known to result in negative employee reactions, it is possible that exposure to injustice contributes to the experience of stress. Similarly, the justice literature has not fully explored the possibility that individuals differ in their reactions to injustice. People may in fact differ in their sensitivity to injustice, such that what is perceived as fair to one person is viewed as unfair to another (Schmitt, 1996). Individuals who are highly sensitive to injustice may be more likely to regard situations as unfair and experience more intense reactions to injustice. Three studies investigated the relationship between perceptions of organizational injustice, sensitivity to injustice, and employee stress. The first study was a lab-based vignette study, the second a field study using a student sample, and the third a survey of schoolteachers. In each case, procedural and distributive injustice were associated with increased reports of stress, thereby supporting the hypothesis that injustice is a stressor. Additionally, as predicted, those who are highly sensitive to injustice reported higher levels of stress. However, contrary to initial hypotheses, sensitivity to injustice did not predict fairness evaluations. Thus, for the current samples, being highly sensitive to injustice did not influence one's justice perceptions. Taken together, these results demonstrate that exposure to injustice is stressful and that the intensity of the stress response is impacted by sensitivity to injustice, thus highlighting the need to consider health related outcomes and individual difference factors in justice research.
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Comment cette classification a été obtenuedéplier
Prédiction distillée sur la base complète
Imitation des enseignantsNi prévalence calibrée, ni vérité terrain. Validation humaine à venir. Apprise à partir de 10 348 étiquettes directes de Codex et de 10 348 étiquettes directes de Gemma. Le mode candidate est l'union des têtes enseignantes seuillées; le consensus est leur intersection. Ces sorties portent le statut machine_predicted_unvalidated et ne sont ni des étiquettes humaines ni des étiquettes directes de modèles de pointe.
Scores Codex et Gemma par catégorie
| Catégorie | Codex | Gemma |
|---|---|---|
| Métarecherche | 0,001 | 0,001 |
| Méta-épidémiologie (sens strict) | 0,000 | 0,000 |
| Méta-épidémiologie (sens large) | 0,000 | 0,000 |
| Bibliométrie | 0,000 | 0,000 |
| Études des sciences et des technologies | 0,001 | 0,000 |
| Communication savante | 0,000 | 0,000 |
| Science ouverte | 0,000 | 0,000 |
| Intégrité de la recherche | 0,000 | 0,000 |
| Charge utile insuffisante (le modèle a refusé de juger) | 0,000 | 0,000 |
Scores machine (provisoires)
Les deux têtes enseignantes du modèle étudiant, lues sur ce travail. Un score ordonne la base pour la relecture; il n'affirme jamais une catégorie, et le statut de validation accompagne chaque rangée tel quel.
Scores de référence d'un modèle non mature (critères de maturité non atteints, 7 itérations). Un score ordonne; il n'affirme jamais une catégorie.
score_only:v0-immature-baseline · tel quel depuis la passe de notation : score_only signifie que le nombre peut ordonner les travaux, et qu'aucune étiquette de catégorie n'en découleClassification
machine, non validéePrédiction automatique; un appel candidat d’une seule tête enseignante, pas un consensus.
Le détail, modèle par modèle et score par score, se trouve en fin de page sous « Comment cette classification a été obtenue ».