Well-being at work is of major public interest, and justice at the workplace can be a key factor contributing to employees and managers feeling well. Research has found direct relationships between organizational justice perceptions and work and health outcomes. With research on the justice–health link still emerging, this thesis examines the moderating and mediating processes for the effects of justice perceptions on work outcomes and especially health outcomes. As little is known about those who enact justice, the antecedents and consequences of justice enactment are also studied. In Study I, the relationships between organizational justice and work and health outcomes were in focus, as the moderating role of job characteristics was investigated utilizing the demand–control(–support) model. Organizational justice and job characteristics were associated with work and health outcomes within and across time. The multiplicative effects showed that the organizational justice effects were stronger when perceived job demands were high, job control was low or social support was low. Study II examined the processes through which justice perceptions translate into health outcomes. Building on the allostatic load model, mental preoccupation with work was found to be a relevant mediator of the justice–health relationship, with locus of control moderating the mediated relationships. Study III focused on the actor perspective. Investigating predictions based on the deontic model of justice and ego-depletion theory, moral regard and justice self-efficacy predicted justice enactment positively, and justice enactment had positive effects on feeling professionally recognized but also negative health consequences for the actors themselves. This thesis contributes to advancing the emergent justice–health research stream by providing insights into the processes underlying these aspects, and by incorporating this stream into the actor perspective. / <p>At the time of the doctoral defense, the following paper was unpublished and had a status as follows: Paper 3: Submitted.</p>

Hög personalomsättning är ett kostsamt problem för organisationer. I försök att motverka problemet har forskare försökt hitta personalomsättningens orsaker. Arbetstagares avsikt att lämna en organisation har visat sig vara en viktig prediktor för omsättning och därför har forskare studerat orsaker till denna avsikt. Syftet med denna undersökning var att undersöka de prediktorer som tidigare forskning visat kan vara signifikanta för avsikten att lämna en organisation: socialiseringstaktiker; organisationsengagemang; övergripande rättvisa; och medarbetarbeteenden. Undersökningen som här genomförts bestod av 74 deltagare som hade jobbat på sin arbetsplats i max sex månader och rekryterades via tillgänglighetsurval. Datainsamlingen skedde genom en webbenkät med självskattningsformulär. En multipel regressionsanalys visade att övergripande rättvisa och investerande kontra fråntagande socialiseringstaktiker var signifikanta prediktorer för avsikten att lämna organisationen. På grund av att urvalet var ett relativt litet snöbollsurval utan stor varians i demografisk bakgrund bör inga stora slutsatser dras utifrån detta resultat, men resultatet kan inspirera till vidare forskning inom ämnet.

The diploma thesis deals with justice and fairness in the workplace. The theoretical part begins with an introduction to the topic, defines the key concepts and further states what are the differences between them. The following chapters describe reasearch into justice and fairness from its inception, which dates back to about the middle of the last century, to the present. The theretical part continues with the reasons that motivate individuals to think about justice and fairness, what are the consequences of perceived (in)justice and (un)fairness, and finally we present the existing tools that are used to measure these phenomena. The empirical part focuses on the adaptation of two main, foreign methods (COJS and POJ) to the Czech environment, verification of their psychometric properties, basic validation and exploration the relationships between them. Due to the validation of POJ and COJS, we also set a secondary goal, namely the adaptation of scales describing the relationship to the organization and the superior and verification of their basic psychometric data. The results of our research showed that the 4-factor model of justice (COJS) and the 1- factor model of overall fairness (POJ) can be considered satisfactory, even with the Czech version created by us, which corresponds to previously...

Global growth in mining activities has resulted in stiff competition for talented employees and characterised the mining industry with high turnover rates. The South African mining environment has not been an exception to this phenomenon. The aim of this study was to inform the design of talent retention strategies through determination of turnover intention predictors and exploration of the turnover process experienced by employees. The study hypothesised that job satisfaction and affective organisational commitment mediate the effect of overall justice, centralisation, trust and job challenge on turnover intentions. A cross-sectional survey design with a random sample of trainers and learners from a South African gold mining company was used (n=171 and n=230, respectively). Results indicate that job satisfaction mediates the effect of centralisation on turnover intention for learners. Only job satisfaction directly predicts turnover intention for trainers, and overall justice and trust play a direct role in the prediction of turnover intention for learners. It was also found that job challenge predicts job satisfaction for trainers, whilst job challenge, centralisation and trust predict job satisfaction for learners. Therefore, to retain trainers, the mining company should focus on enhancing those factors that facilitate job challenge perceptions and job satisfaction. In retaining learners, its thrust should be increasing job challenge, decentralisation, overall justice, trust and job satisfaction. / Thesis (M.A. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2011.

Global growth in mining activities has resulted in stiff competition for talented employees and characterised the mining industry with high turnover rates. The South African mining environment has not been an exception to this phenomenon. The aim of this study was to inform the design of talent retention strategies through determination of turnover intention predictors and exploration of the turnover process experienced by employees. The study hypothesised that job satisfaction and affective organisational commitment mediate the effect of overall justice, centralisation, trust and job challenge on turnover intentions. A cross-sectional survey design with a random sample of trainers and learners from a South African gold mining company was used (n=171 and n=230, respectively). Results indicate that job satisfaction mediates the effect of centralisation on turnover intention for learners. Only job satisfaction directly predicts turnover intention for trainers, and overall justice and trust play a direct role in the prediction of turnover intention for learners. It was also found that job challenge predicts job satisfaction for trainers, whilst job challenge, centralisation and trust predict job satisfaction for learners. Therefore, to retain trainers, the mining company should focus on enhancing those factors that facilitate job challenge perceptions and job satisfaction. In retaining learners, its thrust should be increasing job challenge, decentralisation, overall justice, trust and job satisfaction. / Thesis (M.A. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2011.