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06:18
The Collective Trust Game: An Online Group Adaptation of the Trust Game Based on the HoneyComb Paradigm
Published on: October 20, 2022
Organization, relational justice and absenteeism.
Ulrich Stoetzer1, Carl Åborg1, Gun Johansson2
1Occupational and Environmental Medicine, Department of Public Health Sciences, Karolinska Institutet, Stockholm, Sweden.
Work (Reading, Mass.)
|March 28, 2013
Summary
Implementing Relational Justice principles in management fosters healthier organizations with lower absenteeism. Treating employees with kindness, consideration, and impartiality is key to this success.
Area of Science:
- Organizational Psychology
- Management Studies
Background:
- Growing need for strategies to create healthier organizations with reduced absenteeism.
- Relational Justice offers a framework for understanding and managing organizational dynamics.
Purpose of the Study:
- To explore organizational factors contributing to low absenteeism rates.
- To investigate the role of management and employee-leader relations, specifically through the lens of Relational Justice.
Main Methods:
- Qualitative analysis of interviews with managers from a representative sample of Swedish companies.
- Exploration of Relational Justice concepts in relation to absenteeism.
Main Results:
- Relational Justice principles were prevalent in companies with low absenteeism.
- Key factors included treating employees with kindness, consideration, and impartiality, and valuing their personal viewpoints.
Conclusions:
- A Relational Justice framework enhances understanding of factors associated with low absenteeism.
- Adopting a Relational Justice approach can lower absenteeism and promote prosperous, healthy organizations.
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