Abstract
Purpose
The aim of the study was to identify associations between organizational injustice and work ability, disability days, and consultations with general practitioners.
Methods
Cross-sectional data of persons previously receiving sickness absence benefits were used for analyses. Organizational injustice was assessed using a German version of the “organizational justice questionnaire”. Dependent variables were the Work Ability Index, self-reported disability days, and consultations with general practitioners. Associations were adjusted for sociodemographic characteristics, behavioral health risks, neuroticism, effort–reward imbalance, and overcommitment.
Results
The analysis included 2983 employed persons (54.1% women, mean age: 47.9 years). High organizational injustice was associated with poor work ability (OR = 2.04, 95% CI 1.55–2.69). There were also slight associations with frequent self-reported disability days (OR = 1.34, 95% CI 1.06–1.68). The dependent variables were also associated with the effort–reward ratio and overcommitment.
Conclusion
Organizational injustice is associated with work ability, self-reported disability days, and health-care utilization. Results support the notion of a complementary role of the models of organizational justice and effort–reward imbalance.
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Spanier, K., Peters, E., Michel, E. et al. Associations between organizational injustice and work ability, self-reported disability days, and medical consultations: cross-sectional findings from employees with prior sickness absence payments. Int Arch Occup Environ Health 90, 789–797 (2017). https://doi.org/10.1007/s00420-017-1242-y
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DOI: https://doi.org/10.1007/s00420-017-1242-y