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首页> 外文期刊>International journal of behavioral medicine >Associations of Changes in Organizational Justice with Job Attitudes and Health-Findings from a Prospective Study Using a Matching-Based Difference-in-Difference Approach
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Associations of Changes in Organizational Justice with Job Attitudes and Health-Findings from a Prospective Study Using a Matching-Based Difference-in-Difference Approach

机译：组织司法的协会在使用基于匹配的差异差异方法的前瞻性研究中与工作态度和健康调查结果

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Background Ample evidence indicates that unfairness at the workplace (organizational injustice) is associated with both job attitudes and health of employees. Several factors that influence these associations have been identified: e.g., personality traits, such as the Big Five traits, justice sensitivity, type of occupation (e.g., white-collar), and unobserved time-invariant factors. Previous studies only addressed parts of these issues, and the ideal research design to mitigate biases-an experiment with random assignment to a treatment and control group-is not feasible. This study therefore mimics a randomized experiment using two statistical techniques. Methods First, matching was implemented to balance the treatment and control group in confounding factors (demographics and personality) in two prospective waves (2012-2014) of observational data (4522 white-collar, 2984 blue-collar) taken from the Linked Personnel Panel, which is an employee survey representative for German private sector companies with more than 50 employees. Second, a difference-in-difference approach excludes unobserved time-invariant factors by estimating associations of changes in organizational justice (distributive, procedural, interactional) with job attitudes (job satisfaction, turnover intention) and health (general and mental) in these groups, separate for white- and blue-collar employees. Results A decrease in perceived justice was associated with lower job attitudes (less job satisfaction and higher turnover intentions), while an increase was associated with higher values. This pattern was found for white- and blue-collar workers and also for health indicators, with the latter, however, being less pronounced. Conclusions Increased fairness at the workplace is related to better job attitudes and health for white- and blue-collar employees, independent of personality traits and unobserved time-invariant factors.
机译：背景技术充足的证据表明，在工作场所（组织不公正）的不公平与员工的工作态度和健康有关。已经确定了影响这些关联的几个因素：例如，人格特征，例如大五个特征，正义敏感性，职业类型（例如，白领）和未观察到的时间不变因素。以前的研究只解决了这些问题的部分，以及理想的研究设计，以减轻偏见 - 一种对待治疗和控制组的随机分配的实验 - 是不可行的。因此，该研究利用两个统计技术模仿随机实验。方法首先，实施匹配，以平衡混淆因素（人口统计学和个性）的治疗和对照组，在观察数据（4522白领，2984个蓝领）中取出的有关人员面板，这是员工调查代表，德国私营部门公司拥有超过50名员工。其次，通过估计组织司法（分发，程序，互动）与这些群体中的工作态度（工作满意度，营业额）和健康（一般和精神）的变化协会，差异差异的方法不包括未观察到的时间不变因素，分开白色和蓝领员工。结果感知正义减少与较低的作业态度（工作满意度较少，营业额较高）相关，而增加与较高的值相关。发现这种模式是为白领和蓝领工人，也是为了健康指标，后者不太明显。结论工作场所的公平程度有关，与白领员工的更好的工作态度和健康有关，与人格特质和未观察到的时间不变因素无关。

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