Studying theEffect of Organizational Justice on the Mental Health of Employees through Interpersonal Forgiveness (Case Study: Ahwaz Rolling and Pipe Mills Company)

Document Type : مقالات

Authors

• mahdi nadaf
• hoda purzare
• mozhgan bagheri

Shahid Chamran University of ahwaz

https://doi.org/10.22067/pmt.v9i1.55516

Abstract

1- INTRODUCTION
Since behavioral and mental disorders cause organizational performance weakening, planning for mental health would lead to personnel mental health and rise of industrial and production development of organization. The more individuals have mental health, the less they are vulnerable. People with mental health gain more achievement and compensate their personal and social problems. One of the factors affecting mental health improvement is social relationships and particularly interpersonal forgiveness. This factor, as a civic virtue in organizations, has attracted many attention. Moreover forgiveness has been influenced by organizational characteristics. Some researchers have shown organizational justice is one of them.
Considering the fact that preventing lacking effects help people to increase physical and mental well-being and bearing in the mind that individuals spend considerable time of their life in their working places, the purpose of the research is to study the mediating role of forgiveness in the relationship of organizational justice and mental health among Ahwaz Rolling and Pipe Mills Company's employees.

2- THEORETICAL FRAMEWORK
Mental health
The concept of mental health comprises several elements including inner feelings of being good and confidence, self-efficacy, competitiveness capacity, intergeneration dependency and self-actualization of potential intellect and emotion and so on (Riahi, Aliverdi–Nia, & Bani Asadi, 2009).

Interpersonal forgiveness
According to academic communities, forgiveness is somehow ignoring and terminating hate, resentment and anger that stem from injuring, conflict and perceived errors and is defined as a demand to halt punishing and to seek revenge from a mortified person. Although there is no consensus in research literature to delineate forgiveness, the definition of "models and process of containing a behavioral approach" is agreed upon (Cautilli, Simon & Cordova, 2006).

Organizational Justice
Research on organizational justice has got a long history and scholars have presented a variety of classifications. It may be expressed as the study of equity in workplace. Study on organizational justice began by Adam's research on equity theory. He concentrated on perceived fairness of consequences that was distributional justice (Fatemi & Esfahani, 2014).

3- METHODOLOGY
The current research is an applied one by means of purpose and according to data gathering method is a descriptive and correlational one. Statistical population is the employees of Ahwaz Rolling and Pipe Mills Company which consists of around 800 people. In order to get sample by using Morgan's table a number of 260 people is attained. The sampling method is random. Gathering data was conducted through analyzing literature review and field study. To attain model fit and test the hypotheses, structural equation modeling method and the third version of smart PLS were implied.
4- DISCUSSION
To measure reliability, composed reliability and Chronbach's alpha were exploited which both were appropriate proving that the questionnaire is reliable. To designate validity, the average variance exploited is implied and the current research verifies the model goodness of fit.
The quotients of R2 and Q2 criteria were used to examine the structural model fit. The amount of R2 and Q2 for the constructs of forgiveness and organizational justice are 0.246, 0.586 and 0.263, 0.586, respectively. Considering fitness of measurement and structural components of the model, the overall model fit was extracted by index of GOF=0.47 that is the strong fitness of the research model.

5- CONCLUSION AND IMPLICATIONS
Once the T amounts are more than 1.96, the related parameters are significant and the hypotheses are verified (Tenenhaus & Amato, 2010). The significant quotient of the first hypothesis is 22.063 that means organizational justice has got a significant positive impact on forgiveness. The significant quotient of the second hypothesis is 4.814, and when it is more than 1.96, it shows the hypothesis verification and the significant direct impact of organizational justice on mental health. The significant quotient of the third hypothesis is 4.545 that postulates forgiveness has a significant positive impact on mental health. Regarding z-value extracted by Subel test that is 3.36 and above 1.96 it indicates the confidence level of 95 percent the mediating impact of forgiveness in the relationship between organizational jussive and mental health is significant. Furthermore considering VAF test (relationship intensity) by amount of 0.516 demonstrates the strong impact of the mediator variable. According to the resources the quotient above 0.5 is considered strong (Davari & Rezazade, 2013).
For short-run planning it is suggested that managers imply procedural and interactional justice due to relatively low economic costs. In order to implement procedural justice, instructions and procedures should be clear and organizational pays and beneficences must be based vividly on how people received them. To improve employees' mental health, it is recommended managers improve feelings of safety, honor, independence and responsibility to the employees so that they understand fair behavior and then they are expected to perform enthusiastically and whenever necessary, conduct their tasks flexibly.

Keywords

• Interpersonal forgiveness
• mental health
• Organizational justice
• Ahwaz Rolling and Pipe Mills Company

References

References

Afkhami, E.; Bahrami, F., & Fatehizade, M. (2007). A correlational study on couples’ forgiveness and marital conflicts in Yazd province. Journal of Family Research, 3(9), 431-442. (in Persian)

Aquino, K.; Tripp, T. M., & Bies, R. J. (2006). Getting even or moving on? power, procedural justice, and types of offenses as predictors of revenge, forgiveness, reconciliation, and avoidance in organizations. Journal of Applied Psychology, 91(3(, 653-668.

Azar, A.; Gholamzadeh, S., & Ghanavati, M. (2013). Modeling track- structural management (Application Software SmartPLS); printing. Tehran: publication of Negah Danesh (in Persian).

Bahari, F., & Sayf, S. (2000). Forgiveness: tell a therapeutic model of marriage and family counseling. Quarterly Scientific Research Association of Consulting, 8(2), 49-61. (in Persian)

Baharudin, D. F.; Amat, M. A. C.; Jailani, M. R. M., & Sumari, M. (2011). The concept of forgiveness as a tool in counseling intervention for well-being enhancement. Perkama International Convention, 1-7.

Bahreinian A. M., & Nourali A. (2004). The mental health status of interns in Shahid Beheshti university of medical sciences. Research in Medicine, 28(1), 65-70. (in Persian)

Bies, R. J., & Shapiro, D. L. (1987). Interactional fairness judgments: the influence of causal accounts. Social Justice Research, 1(2), 199-218.

Binnewies, C.; Sonnentag, S., & Mojza, E. J. (2009). Feeling recovered and thinking about the good sides of one’s work. Journal of Occupational Health Psychology, 14(3), 243-256.

Burnette, J. L., & Franiuk, R. (2010). Individual differences in implicit theories of relationships and partner fit: predicting forgiveness in developing relationships. Personality and Individual Differences, 48(2), 144-148.

Byrne, Z. S., & Cropanzano, R. (2001). History of organizational justice: the founders speak. In: R. Crop anzano (Ed.), Justice in the workplace: from theory to practice (pp. 3-21). Mahwah, NJ: Lawrence Erlbaum Associates.

Cordova, J.; Cautilli, J.; Simon, C., & Sabag, R. A. (2006). Behavior analysis of forgiveness in couples therapy. International Journal of Behavioral Consultation and Therapy, 2(2), 192-214.‏

Cox, S. S.; Bennett, R. J.; Tripp, T. M., & Aquino, K. (2012). An empirical test of forgiveness motives' effects on employees' health and well-being. Journal of Occupational Health Psychology, 17(3), 330-340.

Cropanzano, R., & Folger, R. (1991). Procedural Justice and Work Motivation. In R. M. Steers, L. W. Porter (Ed.), Motivation and work behavior (pp. 131-143). New York, NY: Mcgraw-Hill.

Davari, A., & Rezazadeh, A. (2014). Structural equation modeling with PLS, Tehran: publication of Jahad Daneshgahi. (in Persian)

Denham, S.; Neal, K.; Wilson, B.; Pickering, S., & Boyatzis, C. (2005). Emotional development and forgiveness in children: emerging evidence. In: J. R. Everett Worthington (Ed.), Handbook of Forgiveness, (pp. 127-142). New York, NY: Brunner Routledge.

Elovainio, M.; Van den Bos, K.; Linna, A.; Kivimaki, M.; Ala-Mursula, L.; Pentti, J., & Vahtera, J. (2005). Combined effects of uncertainty and organizational justice on employee health: testing the uncertainty management model of fairness judgments among Finnish public sector employees. Social Science & Medicine, 61(12), 2501-2512.

Fatemi, S., & Moshabaki Esfehani, A. (2013). Investigation of the mediator role of organizational juristic in relation of spirituality at work and organizational commitment. Managment, 6(12), 29-48. (in Persian)

Fincham, F. D., & Beach, S. R. (2002). Forgiveness in marriage: implications for psychological aggression and constructive communication. Personal Relationships, 9(3), 239-251.

Fitzgibbons, R. P. (2000). Empirical validation of the process model of forgiveness helping clients forgive: an empirical guide for resolving anger and restoring hope. Washington, DC, US: American Psychological Association.

Frhodyan, A. (2005). Forgiveness and mental health variables. New Cognitive Sciences, 1, 76-77.

Health statistics and informatics Department (GBD) (2004). Summary tables. World Health Organization. http://www.who.int/evidence/bod.

Johnson, R. E.; Selenta, C., & Lord, R. G. (2006). When organizational justice and the self-concept meet: Consequences for the organization and its members. Organizational Behavior and Human Decision Processes, 99(2), 175-201.

Judge, T. A., & Colquitt, J. A. (2004). Organizational justice and stress: the mediating role of work-family conflict. Journal of Applied Psychology, 89(3), 395-404.

Karimi, S.; Aghaii, A., & Mesripour, Sh. (2013). Comparison between forgiveness and mental health among normal and ongoing divorce spouses in Isfahan. Behavioral Sciences Research, 11(4), 252-260. (in Persian)

Law, M. (2013). Exploring forgiveness: do benevolence and revenge associate with procedural justice, workplace satisfaction and intention to leave?. International Journal of Management Sciences and Business Research, 2(12), 167-179.

Lynden, J & Klingle, W. (2000). Supervising organizational health. Journal of Applied Environmental and Biological Sciences, 4(2), 3-5.

McCullough, M. E.; Worthington, E. L., & Rachal, K. C. (1997). Interpersonal forgiving in close relationships. Journal of Personality and Social Psychology, 73(2), 321-336.

Mehrabi, T., & Ghozavi, Z. (2004). The mental health status of nurses among esfahan university of medical sciences hospital’s administrators. Journal of Health, 1(2), 1-5. (in Persian)

Mostatavi Rad, T.; Tabe Bordbar, F., & Zahedi, S. (2011). Predictive mental health with investigation variables of organizational justice and quality of working life. Journal of Modern Industrial/Organizational Psychology, 2(6), 75-87. (in Persian)

Neihoff, B. P., & Moorman, R. H. (1993). Justice as a mediator of the relationship between method of monitoring and organizational citizenship behavior. Academy of Management Journal, 36, 527-556.

Nouri Tir-Tashi, E., & Kazemi, N. (2012). The effectiveness of narrative therapy on amount of forgiveness in women. Journal of Clinical Psychology, 4(2), 71-78. (in Persian)

Orth, U.; Berking, M.; Walker, N.; Meier, L. L., & Znoj, H. (2008). Forgiveness and psychological adjustment following interpersonal transgressions: a longitudinal analysis. Journal of Research in Personality, 42(2), 365-385.

Pollard, M.; Anderson, R.; Anderson, W., & Jennings, G. (1998). The development of family forgiveness scale. Journal of Family Therapy, 20, 95-109.

Rai, S. (2015). Organizational justice and employee mental health’s moderating roles in organizational identification. South Asian Journal of Global Business Research, 4(1), 68-84.

Sepahvand, R.; Rahimi Aghdam, S., & Arefnejhad, M. (2014). The role of perceived justice in the relationship between organizational justice and staff performance. Journal of Public Administration, 131-150. (in Persian)

Skarlicki, D. P., & Folger, R. (1997). Retaliation in the workplace: the roles of distributive, procedural, and interactional justice. Journal of applied Psychology, 82(3), 434-443.

Sohl, S. J., & Moyer, A. (2009). Refining the conceptualization of a future-oriented self-regulatory behavior: proactive coping. Personality and Individual Differences, 47(2), 139-144.

Soltanian, A.; Bahreini, F.; Namazi, S.; Amiri, M.; Ghaedi, H., & Kohan, Gh. (2004). Mental Health of high school students and its effective factors in Bushehr Province. Iranian South Medical Journal, Bushehr University of Medical Sciences, 7(2), 173-182. (in Persian)

Spell, C. S., & Arnold, T. J. (2007). A multi-level analysis of organizational justice climate, structure, and employee mental health†. Journal of Management, 33(5), 724-751.

Tenenhaus, M.; Amato, S., & Esposito Vinzi, V. (2004). A global goodness-of-fit index for PLS structural equation modeling. In Proceedings of the XLII SIS Scientific Meeting, 1, 739-742.

Tepper, B. J. (2001). Health consequences of organizational injustice: tests of main and interactive effects. Organizational Behavior and Human Decision Processes, 86(2), 197-215.

Toussaint, L., & Webb, J. R. (2005). Theoretical and empirical connections between forgiveness, mental health, and well-being. In: L. Everett & J. R. Worthington (Ed.), Handbook of Forgiveness, (pp. 349-362). New York, NY: Hove.

Wetzels, M.; Odekerken-Schroder, G., & Van Oppen, C. (2009). Using PLS path modeling for assessing hierarchical construct models: guidelines and empirical illustration. MIS Quarterly, 33(1), 177-195.

Wright, T. A., & Walton, A. P. (2003). Affect, psychological well-being and creativity: results of a field study. Journal of Business and Management, 9(1), 12-21.

Yaghoubi, N.; Sheikhe Pour, Z., & Rahat Dehmorde, M. (2013). Study of relationship between perceptions of organizational justice and mental health. Journal of Zabol University of Medical Sciences and Health Services, 5(2), 32-41. (in Persion)

Ybema, J. F., & Van den Bos, K. (2010). Effects of organizational justice on depressive symptoms and sickness absence: a longitudinal perspective. Social Science & Medicine, 70(10), 1609-1617.