Interactional justice at work is related to sickness absence: a study using repeated measures in the Swedish working population

Background: Research has shown that perceived unfairness contributes to higher rates of sickness absence. While shorter, but more frequent periods of sickness absence might be a possibility for the individual to get relief from high strain, long-term sickness absence might be a sign of more serious health problems. The Uncertainty Management Model suggests that justice is particularly important in times of uncertainty, e.g. perceived job insecurity. The present study investigated the association between interpersonal and informational justice at work with long and frequent sickness absence respectively, under conditions of job insecurity. Methods: Data were derived from the 2010, 2012, and 2014 biennial waves of the Swedish Longitudinal Occupational Survey of Health (SLOSH). The final analytic sample consisted of 19,493 individuals. We applied repeated measures regression analyses through generalized estimating equations (GEE), a method for longitudinal data that simultaneously analyses variables at different time points. We calculated risk of long and frequent sickness absence, respectively in relation to interpersonal and informational justice taking perceptions of job insecurity into account. Results: We found informational and interpersonal justice to be associated with risk of long and frequent sickness absence independently of job insecurity and demographic variables. Results from autoregressive GEE provided some support for a causal relationship between justice perceptions and sickness absence. Contrary to expectations, we found no interaction between justice and job insecurity. Conclusions: Our results underline the need for fair and just treatment of employees irrespective of perceived job insecurity in order to keep the workforce healthy and to minimize lost work days due to sickness absence

Linking job insecurity to well-being and organizational attitudes of Belgian workers: The role of security expectations and fairness.

The aim of this study was to investigate how perceptions of job insecurity and fairness associate with individual well-being (job satisfaction and general health) and organizational attitudes (organizational commitment and turnover intention), under the condition that the psychological contract as perceived by the employee includes a promise on job security, or not. More specifically, we suggest that (h1) job insecurity is negatively related to individual well-being and organizational commitment and positively related to turnover intentions when job security is expected as part of the psychological contract, (h2) that job insecurity is negatively related to fairness perceptions when job security is expected as part of the psychological contract, (h3) that fairness associates positively with individual well-being and organizational commitment and negatively with turnover intentions and (h4) that the association between job insecurity, individual well-being and organizational outcomes is mediated by fairness under the condition that job security is expected as part of the psychological contract. Thus, we propose a model of mediated moderation. Results based on a sample of belgian employees (n = 559) supported our hypotheses for organizational outcomes. For individual well-being, the mediation framework was not conditional upon a perceived promise of job security as part of the psychological contract. We conclude that employees' perceptions of job insecurity and fairness are important factors in employees' well-being and their attitudes towards the organization. More importantly, these perceptions can in part be shaped by organizational agents such as managers and supervisors. Additionally, the active utilization of the psychological contract in management strategies seems to have favourable results for the fostering of pro-organizational attitudes among employees

Vadybos funkcijų sv arba orlaivių techninės priežiūros kokybei

Aviation is one of the safest transport in the world. However,every year occurs disasters being caused by many factors. This study is focused on one of the reason of incidents – inadequate or inappropriate aircraft maintenance work quality. The aim of this case is to systematize theoretical assumptions of aircraft maintenance, measure service quality and also purposefully manage them. This study objectives are to reveal the essence of a systematic approach towards the study object, to examine the theoretical potential to manage the quality of services, to etermine the outline of aircraft maintenance quality management specifics. Studies showing management functions affects on ensuring quality of aircraft maintenance were invoked to examine service quality problems. Also, the analizing of management theories with practical adaption leads to greater productivity and higher quality of services. Santrauka Aviacija – viena saugiausių transporto rūšių, bet vis dėlto kasmet įvyksta skaudžių nelaimių. Šiame tyrime koncentruojamasi į vieną incidentų priežasčių – nepakankama ar netinkama atliktų orlaivių techninės priežiūros darbų kokybė. Tyrimo tikslas – susisteminti teorines prielaidas orlaivių techninės priežiūros paslaugų kokybei matuoti ir kartu kryptingai valdyti. Tikslo įgyvendinimo uždaviniai: atskleisti sisteminio požiūrio į tyrimo objektą esmę, išnagrinėti teorinį potencialą paslaugų kokybei valdyti, nustatyti orlaivių techninės priežiūros paslaugų kokybės valdymo specifikos metmenis. Paslaugų kokybės problematikai nagrinėti pasitelkti atlikto empirinio tyrimo rezultatai, rodantys vadybos funkcijų poveikį orlaivių techninės priežiūros darbų kokybei užtikrinti. Be to, nagrinėjamos vadybos teorijos, kurių pritaikymas praktikoje lemia didesnį darbo produktyvumą ir aukštesnę paslaugų kokybę. Reikšminiai žodžiai: orlaiviai; techninė priežiūra; paslauga; vadybos teorija; kokybės matavimas; kokybės valdymas