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首页> 外文期刊>Occupational and environmental medicine >Effort-reward imbalance, procedural injustice and relational injustice as psychosocial predictors of health: complementary or redundant models?
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Effort-reward imbalance, procedural injustice and relational injustice as psychosocial predictors of health: complementary or redundant models?

机译：努力回报的不平衡，程序上的不公正和关系上的不公正是健康的社会心理预测指标：互补还是多余的模型？

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OBJECTIVE: Effort-reward imbalance at work is an established psychosocial risk factor but there are also newer conceptualisations, such as procedural injustice (decisions at work lack consistency, openness and input from all affected parties) and relational injustice (problems in considerate and fair treatment of employees by supervisors). The authors examined whether procedural injustice and relational injustice are associated with employee health in addition to, and in combination with, effort-reward imbalance. METHODS: Prospective survey data from two cohorts related to public-sector employees: the 10-Town study (n = 18 066 (78% women, age range 19-62) and the Finnish Hospital Personnel study (n = 4833, 89% women, age range 20-60). Self-rated poor health, minor psychiatric morbidity and doctor-diagnosed depression were assessed at baseline (2000-2) and at follow-up (2004). To determine incident morbidity, baseline cases were excluded. RESULTS: In multivariate models including age, sex, occupational status and all three psychosocial factors as predictors, high effort-reward imbalance and either high procedural injustice or high relational injustice were associated with increased morbidity at follow-up in both cohorts. After combining procedural and relational injustice into a single measure of organisational injustice, high effort-reward imbalance and high injustice were both independently associated with health. For all outcome measures, a combination of high effort-reward imbalance and high organisational injustice was related to a greater health risk than high effort-reward imbalance or injustice alone. CONCLUSION: Evidence from two independent occupational cohorts suggests that procedural and relational components of injustice, as a combined index, and effort-reward imbalance are complementary risk factors.
机译：目的：工作努力奖赏不平衡是一个已确定的社会心理风险因素，但也有较新的概念，例如程序不公（工作决策缺乏一致性，开放性和所有受影响各方的投入）和关系不公（体贴和公平对待的问题）主管人员）。作者研究了程序性不公正和关系性不公正是否与工作人员报酬不平衡相关联，并与之相关。方法：来自两个与公共部门雇员相关的队列的前瞻性调查数据：10镇研究（n = 18066（女性占78％，年龄19-62）和芬兰医院人事研究（n = 4833，女性占89％） ，年龄范围为20-60岁），在基线（2000-2）和随访（2004）时评估了自我评估的健康状况差，轻微精神病的发病率和医生诊断的抑郁症，为确定发病率，排除了基线病例。结果：在包括年龄，性别，职业状况和所有三个社会心理因素作为预测因素的多元模型中，两个队列中随访时的高发病率-报酬不平衡以及较高的程序不公或较高的关系不公与发病率增加相关。和关系不公成为组织不公的单一量度，高工作量报酬失衡和高不平等都与健康独立相关;对于所有结果指标，高工作量报酬失衡与高工作量相结合组织不公正与更大的健康风险有关，而不仅仅是付出努力付出的不平衡或不公正。结论：来自两个独立职业队列的证据表明，不公正的程序和关系组成部分（作为综合指标）和努力报酬失衡是互补的危险因素。

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