Organization, relational justice and absenteeism

• Published in: Work (Reading, Mass.) Vol. 47; no. 4; pp. 521 - 529
• Main Authors: Stoetzer, Ulrich, Åborg, Carl, Johansson, Gun, Svartengren, Magnus
• Format: Journal Article
• Language: English
• Published: London, England SAGE Publications 01.01.2014; IOS Press BV
• Subjects: Absenteeism; Humans; Incidence; Interpersonal Relations; Interviews as Topic; Justice; Leadership; Low level; Management; Management theory; MEDICIN; Medicin och hälsovetenskap; MEDICINE; Occupational health; Organizational Culture; Organizations; Strategy; Studies; Sweden; Trust; Wellness programs; Sweden; health; organizational justice; health promotion; Management; prevention
• ISSN: 1051-9815; 1875-9270; 1875-9270
• DOI: 10.3233/WOR-131624

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.