Research project The impact of organizational injustice on withdrawal from work and labor market exit
Organizational justice perceptions refer to subjective evaluations of the fairness of organizational authorities in terms of resource allocations, organizational procedures, and interpersonal treatment of employees.
A number of mainly cross-sectional studies demonstrate that injustice relates to impaired health as well as work-related outcomes such as job dissatisfaction and decreased performance. However, few studies exist that thoroughly investigate organizational injustice in relation to different kinds of withdrawal intention and behavior.
Project description
In the project we examine over time the effects of organizational injustice on turnover intentions, involuntary retention, plans to retire, and reduced work hours, change of employer or work group, and early retirement. Further, the project aims to explore whether impaired health mediates and moderates the potential links between organizational injustice and withdrawal intention and behavior.
Analyses are based on the Swedish Longitudinal Occupational Survey of Health (SLOSH), a nationally representative survey that follows the participants of the 2003 to 2011 work environment surveys conducted every two years (n=38657). Currently eight waves of data collection covering a time span of 14 years are available.
Project members
Project managers
Constanze Leineweber
Associate Professor
Members
Claudia Bernhard-Oettel
Professor
Constanze Eib
Associate senior lecturer/Assistant Professor
Paraskevi Peristera
Associate Professor