K Spanier1, F M Radoschewski2, C Gutenbrunner3, M Bethge4. 1. Institute of Social Medicine and Epidemiology, University of Lübeck, 23583 Lübeck, Germany, Department of Rehabilitation Medicine, Hannover Medical School, 30625 Hannover, Germany, katja.spanier@uksh.de. 2. Department of Rehabilitation Research, Institute of Medical Sociology, Charité-Universitätsmedizin Berlin, 10098 Berlin, Germany. 3. Department of Rehabilitation Medicine, Hannover Medical School, 30625 Hannover, Germany. 4. Institute of Social Medicine and Epidemiology, University of Lübeck, 23583 Lübeck, Germany, Department of Rehabilitation Medicine, Hannover Medical School, 30625 Hannover, Germany.
Abstract
BACKGROUND: Organizational justice (OJ), involving transparent workplace procedures and treating staff members with respect, has been of growing concern in recent epidemiological research as a determinant of health-related outcomes. AIMS: To examine the factorial validity of the German version of Moorman's Organizational Justice Questionnaire (OJQ), to investigate the direct cross-sectional effect of OJ on self-rated work ability and to analyse if there is an additional indirect effect of OJ on work ability mediated by effort-reward imbalance. METHODS: An analysis of cross-sectional data from the Second German Sociomedical Panel of Employees, involving white-collar workers employed at least half time. We performed confirmatory factor analyses to test the factorial validity of the OJQ and analysed the direct and indirect associations of OJ and self-rated work ability by path model analysis. RESULTS: Of the 1217 participants (47% female; mean age: 51) 36% had poor work ability. Factor analyses confirmed the two-factor structure of the German OJQ. Work ability was explained directly by OJ (β = 0.30) and effort-reward imbalance (β = -0.27). Additionally, we identified an indirect effect of OJ that was mediated by effort-reward imbalance (β = 0.14). The total effect of OJ on work ability was remarkably strong (β = 0.44). Associations remained unchanged after adjustment for socio-demographic parameters. CONCLUSIONS: This study showed the importance of considering additional indirect pathways when examining the impact of OJ on the work ability of employees.
BACKGROUND: Organizational justice (OJ), involving transparent workplace procedures and treating staff members with respect, has been of growing concern in recent epidemiological research as a determinant of health-related outcomes. AIMS: To examine the factorial validity of the German version of Moorman's Organizational Justice Questionnaire (OJQ), to investigate the direct cross-sectional effect of OJ on self-rated work ability and to analyse if there is an additional indirect effect of OJ on work ability mediated by effort-reward imbalance. METHODS: An analysis of cross-sectional data from the Second German Sociomedical Panel of Employees, involving white-collar workers employed at least half time. We performed confirmatory factor analyses to test the factorial validity of the OJQ and analysed the direct and indirect associations of OJ and self-rated work ability by path model analysis. RESULTS: Of the 1217 participants (47% female; mean age: 51) 36% had poor work ability. Factor analyses confirmed the two-factor structure of the German OJQ. Work ability was explained directly by OJ (β = 0.30) and effort-reward imbalance (β = -0.27). Additionally, we identified an indirect effect of OJ that was mediated by effort-reward imbalance (β = 0.14). The total effect of OJ on work ability was remarkably strong (β = 0.44). Associations remained unchanged after adjustment for socio-demographic parameters. CONCLUSIONS: This study showed the importance of considering additional indirect pathways when examining the impact of OJ on the work ability of employees.
Authors: Katja Spanier; Elke Peters; Elliot Michel; Friedrich Michael Radoschewski; Matthias Bethge Journal: Int Arch Occup Environ Health Date: 2017-06-28 Impact factor: 3.015
Authors: Katja Spanier; Elliot Michel; Elke Peters; Friedrich Michael Radoschewski; Matthias Bethge Journal: Int J Public Health Date: 2017-11-14 Impact factor: 3.380
Authors: Adrian Loerbroks; Jessica Scharf; Peter Angerer; Katja Spanier; Matthias Bethge Journal: Int J Environ Res Public Health Date: 2021-02-23 Impact factor: 3.390