Organizational justice: evidence of a new psychosocial predictor of health.

By Marko Elovainio, M. Kivimaki, J. Vahtera. American Journal of Public Health, 2002

675 citations recorded by the source corpus.

Subfields: General Health Professions, Organizational Behavior and Human Resource Management, Radiological and Ultrasound Technology

View Paper: https://www.semanticscholar.org/paper/0c6ed8903a1504a485a10c0c2683f805374f7a88

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In General Health Professions

In Organizational Behavior and Human Resource Management

In Radiological and Ultrasound Technology

Citations in the corpus

Moderating effects of job insecurity in the relationships between procedural justice and employee well-being: Gender differences (2005, methodology): “The four-item scale for interactional justice was derived from the Finnish version (Elovainio et al., 2002) of Moorman’s (1991) interactional justice scale.”
Counterproductive Behaviors and Psychological Well-being: The Moderating Effect of Task Interdependence (2009, background): “2005) and the perception of injus tice (Elovainio et al. 2002; Fox et al. 2001; Tepper 2001).”
Psychosocial risks in Europe: prevalence and strategies for prevention (2014, background): “It focuses on issues of fairness, justice and equity in the workplace, which may have significant influences on the path between work-related stress and ill-health (Elovainio et al, 2002).”
Organizational Injustice as an Occupational Health Risk (2010, background): “For example, in their survey of over 4000 Finnish hospital workers, Elovainio et al. (2002) found that men who scored low on Moorman’s (1991) procedural justice scale were 1.84 times as likely as high scorers to report their general health as “poor” (on a single-item scale with response options of…”
Impact Of Stress On Employee Productivity, Performance And Turnover; An Important Managerial Issue (2009, background): “Occupational stress inadvertently consequences low organizational performance (Elovainio et al. 2002), Job stress although has belittling impact on any organization and individual’s performance but can shape dire consequences when related to health care.”
Health, environment, safety culture and climate – analysing the relationships to occupational accidents (2010, background): “Perception of unfair managerial procedures has also been related to organisational misbehaviour (Lindell and Brandt 2000 ) and lowered subjective well‐being (Elovainio, Kivimaki, and Vahtera 2002 ; Piirainen, Rasanen, and Kivimaki 2003 ).”
Job characteristics, work attitudes and behaviors in a non‐western context (2009, background): “…empirical studies have found autonomy to be significantly related to commitment (Agarwal and Ramaswami, 1993; Hunt et al., 1985; Losocco, 1989; Rabinowitz et al., 1977), performance (Hackman and Oldham, 1975); and job satisfaction (Becherer et al., 1982; Katz and Kahn, 1978; Kulik et al., 1988).”
Unethical and Unwell: Decrements in Well-Being and Unethical Activity at Work (2010, background): “…both sexism (Moradi and Subich, 2004) and sexual harassment (Fitzgerald et al., 1997; Schneider et al., 1997) have been associated with higher levels of psychological distress, while injustice has been linked to higher risk of psychiatric morbidity (Elovainio et al., 2002; Kivimaki et al., 2003).”
Perceived procedural justice and employee responses to an organizational merger (2004, methodology): “Employees’ perceptions of supervisory interactional justice during the merger process were assessed with the Finnish version (Elovainio et al., 2002) of Moorman’s (1991) six-item interactional justice scale.”