liu.seSearch for publications in DiVA
Change search
ReferencesLink to record
Permanent link

Direct link
Organization, relational justice and absenteeism
Karolinska Institute, Sweden .
Karolinska Institute, Sweden .
Linköping University, Department of Medical and Health Sciences, Division of Community Medicine. Linköping University, Faculty of Health Sciences.
Karolinska Institute, Sweden .
2014 (English)In: Work: A journal of Prevention, Assesment and rehabilitation, ISSN 1051-9815, E-ISSN 1875-9270, Vol. 47, no 4, 521-529 p.Article in journal (Refereed) Published
Abstract [en]

BACKGROUND: There is a need for more knowledge on how to manage companies towards healthier and more prosperous organizations with low levels of absenteeism. Relational Justice can be a useful concept when managing such organizations. OBJECTIVE: Organizational factors can help to explain why some companies have relatively low absenteeism rates, even though they are equal to other companies in many other aspects. Previous studies suggest that management may be one important factor. Efficient management may depend on good relations between the leaders and the employees. The concept of Relational Justice is designed to capture these relations. Consequently, a Relational Justice framework may be used to understand why some companies have a low incidence of absenteeism. PARTICIPANTS: Managers from a representative body of Swedish companies. METHODS: Interviews were analyzed to explore whether the items representing the concept of Relational Justice can be used to further understand the strategies, procedures and structures that characterize organizations and management in companies with a low incidence of absenteeism. RESULTS: Strategies, procedures or principles related to Relational Justice were common and highlighted in companies with an incidence of absenteeism. The most frequently occurring factors were; to be treated with kindness and consideration, personal viewpoint considered and to be treated impartially. CONCLUSIONS: The results suggested that a Relational Justice framework could be used to increase understanding of the organizational and managerial factors typical for companies with a low incidence of absenteeism. A Relational Justice approach to organizational management may be used to successfully lower absenteeism, change organizations and promote healthy and prosperous companies.

Place, publisher, year, edition, pages
IOS Press , 2014. Vol. 47, no 4, 521-529 p.
Keyword [en]
Management; health; prevention; health promotion; organizational justice
National Category
Medical and Health Sciences
URN: urn:nbn:se:liu:diva-106994DOI: 10.3233/WOR-131624ISI: 000335015600012OAI: diva2:721051
Available from: 2014-06-03 Created: 2014-06-02 Last updated: 2014-06-03

Open Access in DiVA

No full text

Other links

Publisher's full text

Search in DiVA

By author/editor
Johansson, Gun
By organisation
Division of Community MedicineFaculty of Health Sciences
In the same journal
Work: A journal of Prevention, Assesment and rehabilitation
Medical and Health Sciences

Search outside of DiVA

GoogleGoogle Scholar
The number of downloads is the sum of all downloads of full texts. It may include eg previous versions that are now no longer available

Altmetric score

Total: 46 hits
ReferencesLink to record
Permanent link

Direct link