| | Cross- sectional | Perceived reciprocity: “I give much more to my supervisor than I receive in return” “I give more to my supervisor than I receive in return” “We both provide the same amount to one another” “My supervisor gives me more than I provide in return” “My supervisor gives me much more than I provide in return” | Burn-out Work engagement | Gender Membership | 1039 | The lowest levels of burnout and the highest levels of engagement of non-professionals are observed in situation of over-benefitted reciprocity in their relations with supervisor |
| | Cross- sectional | Fairness:6-items of Areas of Worklife scale (AWS) | Occupational stress: Occupational Stress Indicator(OSI) Job satisfaction: 22-items of OSI | Workload Values Community | 168 | The main sources of stress were unfairness, conflict between personal and organizational values, lack of reward and workload The most important predictor of job satisfaction were fairness and workload |
| Gigantesco, 2010 | Cross- sectional | Justice: 4-items from “Working conditions in healthcare providers questionnaire” (WCQ), Gigantesco 2004 | Psychiatric Morbidity: Health Problems Questionnaire (HPQ), Gigantesco & Morosini 2008 | Age Gender Physical illness Professional role | 514 | Higher levels of justice were associated with a decreased risk of psychiatric morbidity |
| | Randomized Clinical Trial | Interactional unfairness | Salivary cortisol levels Deviant behavior | Baseline cortisol Steroids Contraceptives Dissatisfaction Interdependent identity | 68 | Interactional unfairness had a significant, positive effect on cortisol level. Cortisol had a significant, positive relation with deviant behavior. Cortisol levels mediate the effect of interactional unfairness on deviant behavior. The indirect effect of interactional unfairness on deviant behavior via cortisol levels remains significant after controlling for dissatisfaction and interdependent identity. |
| | Cross-sectional | Organizational justice: G-OJQ (German Organizational Justice Questionnaire) = validated 11-item questionnaire comprising two subscales, that is., “procedural justice” and “interactional justice” | Lymphocytes (% WBC) Neutrophils (% WBC) Neutrophil/ Lymphocyte ratio Cortisol release (AUC) | Age Education Job level Job type Alcohol consumption Smoking status Exercise BMI Chronic medical condition Depressive symptoms Effort-reward imbalance | 541 | A dose-response relationship between organizational justice and glucocorticoid sensitivity was found. Cortisol and hematologic parameters showed significant association among individuals reporting high or medium organizational justice (but not among those reporting low organizational justice). These regression slopes differed significantly between organizational justice groups. |