Justicia organizacional, calidad de vida laboral y salud de los trabajadores

Abstract

Organizational justice is a variable that includes those perceptions that have to do with equity in different dimensions of work activity related to the salary, the procedures used to develop work, the information of events that appear in the company and the received treatment. The study of this variable is key for companies to be efficient, inasmuch as knowledge of workers’ perceptions provides valuable information about assignment of functions, work procedures designs and decision making, the distribution resources, in addition to report information about organizational climate and life quality of worklife. The purpose of this investigation was to check the influence of perceptions of organizational justice on the quality of worklife and on the health of workers. Therefore, three methodological approaches were performed. The first approximation aimed to analyze the psychometric properties of organizational justice scale (Colquitt, 2001) from Item Response Theory (IRT), specifically, from the Rasch model. The results provided evidence on psychometrics guarantees of organizational justice scale, in addition to providing evidence on the construct and the contribution its dimensions. One of the most interesting contributions in this approach was the maps of person and item, which proposes as the best indicator of organizational justice, the dimension of procedural justice. The second approach aimed to analyze the relationship among the variables of organizational justice, anomie, work satisfaction and burnout. The proposed model showed a mediation effect of work satisfaction among anomie and organizational justice perception, whose integrate ethical climate and burnout. The results supported the mediating role of work satisfaction. Finally, the third approach analyzed the relationship among organizational justice, self-efficacy, work satisfaction and engagement. The results showed significant relationship. In conclusion, this approach had proved the impact of organizational justice perceptions on quality of worklife and on the health of workers.