3. The Health Consequences of Organizational Injustice
Why Do They Exist and What Can Be Done?
- Stavroula Leka and
- Robert R. Sinclair
Published Online: 21 MAR 2014
Copyright © 2014 John Wiley & Sons, Ltd.
Contemporary Occupational Health Psychology: Global Perspectives on Research and Practice, Volume 3
How to Cite
Ford, M. T. and Huang, J. (2014) The Health Consequences of Organizational Injustice, in Contemporary Occupational Health Psychology: Global Perspectives on Research and Practice, Volume 3 (eds S. Leka and R. R. Sinclair), John Wiley & Sons, Ltd, Chichester, UK. doi: 10.1002/9781118713860.ch3
- Published Online: 21 MAR 2014
- Published Print: 28 MAR 2014
Print ISBN: 9781118713907
Online ISBN: 9781118713860
- health consequences;
- moral emotions;
- organizational injustice;
- threat appraisals
There is now a smaller but impressive and growing body of research identifying unfair treatment as a risk factor for employee stress and ill health. This chapter discusses unique theoretical mechanisms that explain why unfair treatment is associated with poor employee health. In discussing mechanisms linking unfairness and health, it provides proposals for research and integrates elements of organizational injustice with job stress interventions. The four key reasons by which injustice at work is associated with poor health are: (i) injustice decreases a worker's trust in the organization, influencing threat appraisals that are implicated in stress responses; (ii) injustice elicits threats to self-worth and unhealthy responses that accompany such threats; (iii) injustice threatens basic needs for morality, eliciting moral emotions that have negative health consequences; (iv) injustice is associated with structural working conditions that are in and of themselves known risk factors for ill-health.