Perceived Unfairness at Work, Social and Personal Resources, and Resting Blood Pressure
Article first published online: 29 APR 2013
Copyright © 2013 John Wiley & Sons, Ltd.
Stress and Health
Volume 30, Issue 1, pages 12–22, February 2014
How to Cite
Ford, M. T. (2014), Perceived Unfairness at Work, Social and Personal Resources, and Resting Blood Pressure. Stress and Health, 30: 12–22. doi: 10.1002/smi.2491
- Issue published online: 4 FEB 2014
- Article first published online: 29 APR 2013
- Manuscript Accepted: 26 MAR 2013
- Manuscript Revised: 8 MAR 2013
- Manuscript Received: 5 DEC 2012
- blood pressure;
- coworker support
By drawing from theoretical perspectives suggesting that unfair conditions threaten fundamental psychological needs, perceived unfairness at work was proposed and tested as a predictor of resting blood pressure. As part of the Midlife Development in the United States Biomarkers project, participants completed questionnaires measuring perceived unfairness, self-esteem and coworker support. Resting blood pressure readings were also recorded as part of a larger physical examination. Results indicate that perceived unfairness at work was associated with higher resting diastolic and systolic blood pressure. Perceived unfairness was most strongly related to diastolic and systolic blood pressure among women with low levels of coworker support. Contrary to predictions, self-esteem did not moderate the association between perceived unfairness and blood pressure. These results suggest that high blood pressure may be a mechanism linking unfairness to negative health outcomes and point to coworker support as a moderator of the perceived unfairness–blood pressure relationship among women. Further research is needed exploring the mediating mechanisms linking unfair treatment at work to blood pressure and health. Copyright © 2013 John Wiley & Sons, Ltd.