Moliner et al. (2012)

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”


Work engagement




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

Fiabane et al. (2012)

Cross- sectional

Fairness:6-items of Areas of Worklife scale (AWS)

Occupational stress: Occupational Stress Indicator(OSI)

Job satisfaction: 22-items of OSI


Values Community


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


Age Gender Physical illness Professional role


Higher levels of justice were associated with a decreased risk of psychiatric morbidity

Yang et al. (2013)

Randomized Clinical Trial

Interactional unfairness

Salivary cortisol levels Deviant behavior

Baseline cortisol

Steroids Contraceptives Dissatisfaction Interdependent identity


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.

Herr et al. (2015)


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)



Job level

Job type

Alcohol consumption

Smoking status



Chronic medical condition

Depressive symptoms

Effort-reward imbalance


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.