摘要：Objectives . This study examined the justice of decision-making procedures and interpersonal relations as a psychosocial predictor of health. Methods . Regression analyses were used to examine the relationship between levels of perceived justice and self-rated health, minor psychiatric disorders, and recorded absences due to sickness in a cohort of 506 male and 3570 female hospital employees aged 19 to 63 years. Results . The odds ratios of poor self-rated health and minor psychiatric disorders associated with low vs high levels of perceived justice ranged from 1.7 to 2.4. The rates of absence due to sickness among those perceiving low justice were 1.2 to 1.9 times higher than among those perceiving high justice. These associations remained significant after adjustment for behavioral risks, workload, job control, and social support. Conclusions . Low organizational justice is a risk to the health of employees. In today' rapidly changing work life, organizational justice may become increasingly important to employees. 1, 2 Justice includes a procedural component (the extent to which decision-making procedures include input from affected parties, are consistently applied, suppress bias, and are accurate, correctable, and ethical) and a relational component (polite, considerate, and fair treatment of individuals). 3, 4 Prior research shows that perceived justice is associated with people' feelings and behaviors in social interactions, 5– 8 but its effects on health are unknown. We therefore examined the contribution of procedural and relational justice to employee health.
