Organizational justice is related to heart rate variability in white-collar workers, but not in blue-collar workers

• Verfasst von: Herr, Raphael [VerfasserIn]
• Verfasst von: Bosch, Jos A. [VerfasserIn]
• Verfasst von: Van Vianen, Annelies E. M. [VerfasserIn]
• Verfasst von: Jarczok, Marc N. [VerfasserIn]
• Verfasst von: Thayer, Julian F. [VerfasserIn]
• Verfasst von: Li, Jian [VerfasserIn]
• Verfasst von: Schmidt, Burkhard [VerfasserIn]
• Verfasst von: Fischer, Joachim E. [VerfasserIn]
• Verfasst von: Loerbroks, Adrian [VerfasserIn]
• Titel: Organizational justice is related to heart rate variability in white-collar workers, but not in blue-collar workers
• Titelzusatz: findings from a cross-sectional study
• Verf.angabe: Raphael M. Herr, MA; Jos A. Bosch, PhD; Annelies E.M. van Vianen, PhD; Marc N. Jarczok, MA; Julian F. Thayer, PhD; Jian Li, PhD; Burkhard Schmidt, PhD; Joachim E. Fischer, MD, MSc; Adrian Loerbroks, PhD
• Jahr: 2015
• Umfang: 15 S.
• Fussnoten: Online veröffenticht am 4. Dezember 2014 ; Gesehen am 05.01.2018
• Titel Quelle: Enthalten in: Annals of behavioral medicine
• Ort Quelle: Oxford : Oxford University Press, 1995
• Jahr Quelle: 2015
• Band/Heft Quelle: 49(2015), 3, Seite 434-448
• ISSN Quelle: 1532-4796
• DOI: doi:10.1007/s12160-014-9669-9
• Datenträger: Online-Ressource
• Sprache: eng
• K10plus-PPN: 1566881218

Abstract

Background: Perceived injustice at work predicts coronary heart disease. Vagal dysregulation represents a potential psychobiological pathway. Purpose: We examined associations between organizational justice and heart rate variability (HRV) indicators. Grounded in social exchange and psychological contract theory, we tested predictions that these associations are more pronounced among white-collar than among blue-collar workers. Methods: Cross-sectional data from 222 blue-collar and 179 white-collar men were used. Interactional and procedural justice were measured by questionnaire. Ambulatory HRV was assessed across 24 h. Standardized regression coefficients (β) were calculated. Results: Among white-collar workers, interactional justice showed positive relationships with 24-h HRV, which were strongest during sleeping time (adjusted βs ≥0.26; p values ≤0.01). No associations were found for blue-collar workers. A comparable but attenuated pattern was observed for procedural justice. Conclusions: Both dimensions of organizational injustice were associated with lowered HRV among white-collar workers. The impact of justice and possibly its association with health seems to differ by occupational groups.