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Journal articles on the topic 'Organizational sociology Adjustment (Psychology)'

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Published: 4 June 2021

Last updated: 1 February 2022

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1

Zahhly, Jan, and Henry Tosi. "The differential effect of organizational induction process on early work role adjustment." Journal of Organizational Behavior 10, no. 1 (January 1989): 59–74. http://dx.doi.org/10.1002/job.4030100105.

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2

Munton, Anthony G., and Michael A. West. "Innovations and personal change: Patterns of adjustment to relocation." Journal of Organizational Behavior 16, no. 4 (July 1995): 363–75. http://dx.doi.org/10.1002/job.4030160407.

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3

Fee, Anthony, and Snejina Michailova. "Host country nationals' interaction adjustment as a social exchange: A theoretical model." Journal of Organizational Behavior 42, no. 5 (April 13, 2021): 684–98. http://dx.doi.org/10.1002/job.2518.

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4

Dibble, Rebekah, and Cristina Gibson. "Collaboration for the common good: An examination of challenges and adjustment processes in multicultural collaborations." Journal of Organizational Behavior 34, no. 6 (June 17, 2013): 764–90. http://dx.doi.org/10.1002/job.1872.

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5

Macewen, Karyl E., and Julian Barling. "Interrole conflict, family support and marital adjustment of employed mothers: A short term, longitudinal study." Journal of Organizational Behavior 9, no. 3 (July 1988): 241–50. http://dx.doi.org/10.1002/job.4030090304.

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6

Saks, Alan M., and Blake E. Ashforth. "The role of dispositions, entry stressors, and behavioral plasticity theory in predicting newcomers' adjustment to work." Journal of Organizational Behavior 21, no. 1 (February 2000): 43–62. http://dx.doi.org/10.1002/(sici)1099-1379(200002)21:1<43::aid-job985>3.0.co;2-w.

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7

Thomas, Kecia M. "Psychological privilege and ethnocentrism as barriers to cross-cultural adjustment and effective intercultural interactions." Leadership Quarterly 7, no. 2 (June 1996): 215–28. http://dx.doi.org/10.1016/s1048-9843(96)90041-7.

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8

Perrot, Serge, Talya N. Bauer, David Abonneau, Eric Campoy, Berrin Erdogan, and Robert C. Liden. "Organizational Socialization Tactics and Newcomer Adjustment." Group & Organization Management 39, no. 3 (May 18, 2014): 247–73. http://dx.doi.org/10.1177/1059601114535469.

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9

Terry, Deborah J., Craig J. Carey, and Victor J. Callan. "Employee Adjustment to an Organizational Merger: An Intergroup Perspective." Personality and Social Psychology Bulletin 27, no. 3 (March 2001): 267–80. http://dx.doi.org/10.1177/0146167201273001.

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Bhattacharya, Pradip. "Book reviews : S.K. Das, Civil Service Reforms and Structural Adjustments. Oxford University Press, 1998, 268 pp. Rs 495." Journal of Human Values 6, no. 1 (April 2000): 81–84. http://dx.doi.org/10.1177/097168580000600109.

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CONTARINO, MICHAEL. "The Local Political Economy of Industrial Adjustment." Comparative Political Studies 28, no. 1 (April 1995): 62–86. http://dx.doi.org/10.1177/0010414095028001005.

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This article observes that local trade union responses to industrial restructuring in the 1970s and 1980s varied widely in Italy and that these variations reflect local economic, political, and organizational factors. Unions may oppose, accept, or seek to modify managerial restructuring; they may pursue their goals at the factory level or at the territorial level; and they may be generally successful or unsuccessful in accomplishing their objectives. The article argues that economic differences between Italy's “Industrial Triangle” of traditional “Fordist” mass production and the “Third Italy” of “flexible specialization” explain the generally greater activism of the unions in the former, where restructuring was a far more disruptive, traumatic phenomenon than it was in the latter. But the article also observes striking differences within the Industrial Triangle and within the Third Italy that cannot be explained in economic terms. Rather, these differences are shown to result from variations in the local unions' organizational strength and unity as well as from the existence or absence of local political authorities capable of involving the unions in “local neocorporatist” exchanges.

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Shieh, Chich-Jen. "EFFECT OF CORPORATE COMPENSATION DESIGN ON ORGANIZATIONAL PERFORMANCE." Social Behavior and Personality: an international journal 36, no. 6 (January 1, 2008): 827–40. http://dx.doi.org/10.2224/sbp.2008.36.6.827.

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Through 800 valid questionnaires collected from the directors, managers and staff of 600 Taiwanese businesses in Taicang City, a representative mainland Chinese city densely invested in by Taiwanese businessmen, the study was to detect the relations between the three variables of corporate compensation design (the independent variable), mental motivation (the adjustment variable) and organizational performance (the dependent variable). Moreover, the effect of mental motivation on the relation between corporate compensation design and organizational performance was further studied and findings are discussed.

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Callan, Victor J., Deborah J. Terry, and Robert Schweitzer. "Coping resources, coping strategies and adjustment to organizational change: Direct or buffering effects?" Work & Stress 8, no. 4 (October 1994): 372–83. http://dx.doi.org/10.1080/02678379408256543.

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14

Kammeyer-Mueller, John D., and Connie R. Wanberg. "Unwrapping the organizational entry process: Disentangling multiple antecedents and their pathways to adjustment." Journal of Applied Psychology 88, no. 5 (2003): 779–94. http://dx.doi.org/10.1037/0021-9010.88.5.779.

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15

Edwards, Keith J., Carley H. Dodd, Katherine H. Rosenbusch, and Leonard J. Cerny. "Measuring Expatriate Cross-Cultural Stress: A Reanalysis of the CernySmith Assessment." Journal of Psychology and Theology 44, no. 4 (December 2016): 268–80. http://dx.doi.org/10.1177/009164711604400402.

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This study reports a statistical modification of a psychometric expatriate adjustment survey (e.g., the CernySmith Assessment or CSA) applied to expatriate missionary and humanitarian workers and their families. Earlier CSA survey items assisted in a need for rapid response clinical assessment originating from clinical observations, literature with a factor analysis resulting in 20 subscales and 5 qualitative content domains (Organizational, Cultural, Relational, Behavioral, and Personal). However, the assessment required more robust scale and factor analysis development to assure replicability. The present study analyzed 1,133 respondents working in 130 host countries. After various factor analytical iterations, a final CSA psychometric scale of 5 factors and 15 subscales (and a final 3 factor solution) emerged that compares with other known expatriate employee and spousal adjustment scales (Bhaskar-Shrinivas, Harrison, Shaffer, & Luk, 2005; Black, Mendenhall, & Oddou, 1991; Brown, 2008). This improved adjustment assessment answers Hippler, Caligiuri, and Johnson's (2014) call for robust expatriate adjustment assessments. The CSA moves adjustment measurement forward with new domains of resilience (Well-Being, Past Stresses, and Focus) and personal foundation (Spirituality, Health, and Habits). In light of 20–40% rate of preventable missionary attrition, the CSA should contribute to research, practice, and organizational support.

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16

Davis, Gerald F. "Job design meets organizational sociology." Journal of Organizational Behavior 31, no. 2-3 (January 22, 2010): 302–8. http://dx.doi.org/10.1002/job.604.

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Russell, Joyce E. A., and Jennifer R. D. Burgess. "Success and Women's Career Adjustment." Journal of Career Assessment 6, no. 4 (September 1998): 365–87. http://dx.doi.org/10.1177/106907279800600401.

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Bowman, Sharon L. "Minority Women and Career Adjustment." Journal of Career Assessment 6, no. 4 (September 1998): 417–31. http://dx.doi.org/10.1177/106907279800600404.

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19

Meyer, C. Buf, and Shelley E. Taylor. "Adjustment to rape." Journal of Personality and Social Psychology 50, no. 6 (1986): 1226–34. http://dx.doi.org/10.1037/0022-3514.50.6.1226.

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Wang, Christina Yu-Ping, Man-Chun Lien, Bih-Shiaw Jaw, Chen-Yu Wang, Yi-Shien Yeh, and Shu-Hung Kung. "Interrelationship of expatriate employees' personality, cultural intelligence, cross-cultural adjustment, and entrepreneurship." Social Behavior and Personality: an international journal 47, no. 12 (December 5, 2019): 1–16. http://dx.doi.org/10.2224/sbp.8341.

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In this study we combined the organizational behavior literature with international human resource management theory to investigate expatriates in the context of the interrelationship of the Big Five personality traits, cultural intelligence, cross-cultural adjustment, and entrepreneurship. We used a data sample of 230 individuals to empirically confirm that expatriates' personality, cultural intelligence, and cross-cultural adjustment are key factors in successful expatriate entrepreneurship in a cross-cultural context. Our results provide a deeper understanding of the antecedents of entrepreneurship that affect expatriates' entrepreneurial performance in an overseas posting.

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Tan, Yali, and Xianjun Shen. "Socialization Content and Adjustment Outcome: A Longitudinal Study of Chinese Employees Beginning Their Career." Social Behavior and Personality: an international journal 44, no. 1 (February 18, 2016): 161–76. http://dx.doi.org/10.2224/sbp.2016.44.1.161.

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We explored the trajectories of change and dynamic associations between socialization content and adjustment outcome of Chinese people embarking on their career. We conducted a 3-wave longitudinal survey to measure what career starters learnt and how they adjusted to the workplace and organization during the initial 7 months after organizational entry. The findings suggest that socialization content, task performance, and affective commitment increased, and job satisfaction decreased over time. The faster that newcomers learn a task, the faster their performance improves. For those Chinese employees who worked in both state-owned and private organizations, the sooner they understood social relationships in the organization, the faster they formed affective commitment. In this study we explain how employees develop these skills in China, and it is one of the few studies in which an examination has been carried out within the Chinese organizational context into what newcomers learn, their adjustment process, and their dynamic relations.

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Ghorbani, Nima, and P. J. Watson. "Hardiness Scales in Iranian Managers: Evidence of Incremental Validity in Relationships with the Five Factor Model and with Organizational and Psychological Adjustment." Psychological Reports 96, no. 3 (June 2005): 775–81. http://dx.doi.org/10.2466/pr0.96.3.775-781.

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This study examined the incremental validity of Hardiness scales in a sample of Iranian managers. Along with measures of the Five Factor Model and of Organizational and Psychological Adjustment, Hardiness scales were administered to 159 male managers ( M age = 39.9, SD = 7.5) who had worked in their organizations for 7.9 yr. ( SD = 5.4). Hardiness predicted greater Job Satisfaction, higher Organization-based Self-esteem, and perceptions of the work environment as being less stressful and constraining. Hardiness also correlated positively with Assertiveness, Emotional Stability, Extraversion, Openness to Experience, Agreeableness, and Conscientiousness and negatively with Depression, Anxiety, Perceived Stress, Chance External Control, and a Powerful Others External Control. Evidence of incremental validity was obtained when the Hardiness scales supplemented the Five Factor Model in predicting organizational and psychological adjustment. These data documented the incremental validity of the Hardiness scales in a non-Western sample and thus confirmed once again that Hardiness has a relevance that extends beyond the culture in which it was developed.

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Jetten, Jolanda, Anne O'Brien, and Nicole Trindall. "Changing identity: Predicting adjustment to organizational restructure as a function of subgroup and superordinate identification." British Journal of Social Psychology 41, no. 2 (June 2002): 281–97. http://dx.doi.org/10.1348/014466602760060147.

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Ellis, Allison M., Sushil S. Nifadkar, Talya N. Bauer, and Berrin Erdogan. "Newcomer adjustment: Examining the role of managers’ perception of newcomer proactive behavior during organizational socialization." Journal of Applied Psychology 102, no. 6 (June 2017): 993–1001. http://dx.doi.org/10.1037/apl0000201.

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Park, JeeHee, and Jeeyon Paek. "Effects of the Organizational Socialization Programs on New Employees’ Organizational Adjustment and the Mediating Effect of the Positive Psychology Capital." Korean Academic Association of Business Administration 29, no. 1 (December 31, 2015): 47–63. http://dx.doi.org/10.18032/kaaba.2015.29.1.047.

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26

Lee, Chun-Han, Chao-Chih Hung, Chi-Sheng Chien, Wen-Long Zhuang, and Carol Ying-Yu Hsu. "Regulatory foci and expatriate adjustment." Personnel Review 46, no. 3 (April 3, 2017): 512–25. http://dx.doi.org/10.1108/pr-03-2015-0077.

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Purpose The purpose of this paper is to examine the relationship between regulatory foci and expatriate adjustment and further compares the differences in the aforementioned relationship between promotion focus and prevention focus. Design/methodology/approach This study adopts a convenient sampling method to survey expatriates who work for multinational enterprises and have been expatriated for at least six months. Findings Based on an analysis of 158 Taiwanese expatriates in Mainland China, Thailand, India, Saudi Arabia, and so forth, this study found that promotion focus was positively related to the expatriates’ office interaction adjustment and work adjustment; and prevention focus was positively related to the expatriates’ general adjustment, office interaction adjustment, and work adjustment. Moreover, expatriates’ prevention focus accounted for more variance in the expatriates’ general adjustment, office interaction adjustment, and work adjustment than did that of expatriates’ promotion focus. Originality/value Personality traits are regarded as among the most important antecedents of expatriate cross-cultural adjustment. This study suggests that expatriates’ regulatory foci could perhaps explain their adjustment issues in the host country. However, it seems no study has explored the role played by expatriates’ regulatory foci in expatriate adjustment.

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Fish, Alan. "Assisting cross‐border manager adjustment." Personnel Review 34, no. 2 (April 2005): 225–45. http://dx.doi.org/10.1108/00483480510579448.

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Weeks, Kelly P., Matthew Weeks, and Katherine Willis‐Muller. "The adjustment of expatriate teenagers." Personnel Review 39, no. 1 (December 22, 2009): 24–43. http://dx.doi.org/10.1108/00483481011007841.

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Xiao, Lijun, Jing Han, and Jian Han. "The Adjustment of New Recruits to Military Life in the Chinese Army." Journal of Career Assessment 19, no. 4 (May 29, 2011): 392–404. http://dx.doi.org/10.1177/1069072711409710.

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In this article, the authors present the findings of two studies analyzing new recruits' adjustment to army life in the Chinese military. In the first exploratory study, we developed a scale to measure new recruits' adjustment to military life, and found that new soldiers' adaptation could be divided into two distinct types: interpersonal adjustment and training adjustment. Interpersonal adjustment was a soldier’s ability to build harmonious relationships with peer soldiers, supervisors, and military officers. Training adjustment was a soldier’s ability to achieve standards of professional competence and military training. Based on the findings of this first study, the authors conducted a second study to investigate the predictive power of the Minnesota Multiphasic Personality Inventory-2 (MMPI-2) on new recruits' adjustment. The results of this longitudinal study indicated that MMPI-2 could predict the initial stages of both interpersonal and training adjustment, as well as the subsequent change rate of these two types of adjustment. Our analyses have several important implications for recruiting, selecting, and training Chinese military leaders and human resource professionals.

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Markham, William T., Bernard M. Bass, and Pieter J. D. Drenth. "Advances in Organizational Psychology: An International Review." Contemporary Sociology 18, no. 5 (September 1989): 718. http://dx.doi.org/10.2307/2073312.

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Fu, Carmen, Yu-Shan Hsu, Margaret A. Shaffer, and Hong Ren. "A longitudinal investigation of self-initiated expatriate organizational socialization." Personnel Review 46, no. 2 (March 6, 2017): 182–204. http://dx.doi.org/10.1108/pr-05-2015-0149.

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Purpose The purpose of this paper is to examine the process of self-initiated expatriate (SIE) organizational socialization. Design/methodology/approach To assess the socialization process, data were collected at three points in time. SIE English teachers were surveyed at three points in time. At Time 3, data from the principals of those teachers who completed surveys at Time 2 were also collected. Findings Organizational socialization tactics facilitate social integration and learning speed, which, in turn, are positively related to SIE adjustment. Moreover, SIEs who climbed the learning curve more quickly were only able to capitalize on their learning ability to promote performance when their calculative commitment was low. Originality/value First, in contrast with the majority of expatriate socialization studies that tend to focus on the proactive behaviors of expatriates, the authors examine the organizational socialization tactics of a local host organization. Second, they consider the role of calculative commitment, which is especially germane to the SIE context, on SIE performance. Third, this study contributes to the organizational socialization literature by recognizing that socialization is an on-going process that continues to influence employees even after they are no longer “newcomers.” Fourth, the authors assess adjustment directly rather than through proxy measures.

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Salgado, Jesús F., and María Bastida. "Predicting expatriate effectiveness: The role of personality, cross-cultural adjustment, and organizational support." International Journal of Selection and Assessment 25, no. 3 (August 4, 2017): 267–75. http://dx.doi.org/10.1111/ijsa.12178.

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Hua, Jing, Jinyan Fan, Alan Walker, Ning Hou, Lu Zheng, and Jason Debode. "Examinations of the Role of Individual Adaptability in Cross-Cultural Adjustment." Journal of Career Assessment 27, no. 3 (March 21, 2018): 490–509. http://dx.doi.org/10.1177/1069072718765193.

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We present the results of two studies utilizing the novel theoretical perspective of individual adaptability (I-ADAPT) theory in the study of cross-cultural adjustment. Study 1, implementing a two-wave prospective design and involving 156 international students, examined the relationships between I-ADAPT and cultural identification on cross-cultural adjustment. We found that I-ADAPT positively related to cross-cultural adjustment and that cultural identification mediated this relationship. Study 2, using a three-wave prospective design and involving 312 international students, extended Study 1 by including openness to experience as a control variable and perceived stress as an additional mediator. We confirmed the mediating roles of cultural identification and perceived stress between I-ADAPT and cross-cultural adjustment. Our results offer support for future research utilizing I-ADAPT theory in the study of international adjustment.

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Rosenbusch, Katherine, Leonard J. Cerny II, and David R. Earnest. "The impact of stressors during international assignments." Cross Cultural Management 22, no. 3 (August 3, 2015): 405–30. http://dx.doi.org/10.1108/ccm-09-2013-0134.

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Purpose – The purpose of this paper is to examine relationships between cross-cultural adjustment and stress of expatriate employees with families in a multinational corporation and identify common stressors reported during international transitions. Design/methodology/approach – This study utilized both quantitative and qualitative methods through an online survey based tool. The CernySmith Assessment captured the statistical measures of objective adjustment scales along with written in, subjective stressor responses from a sample of expatriates. Findings – Overall subjective stress level was negatively correlated with all five objective adjustment domains (organizational, cultural, relational, behavioral, and personal). Seven stressor categories (cultural, occupational, relational, historical, crisis, spiritual, physical) demonstrated statistically significant negative relationships with overall adjustment. Regression analysis indicated expatriate adjustment was predicted by spiritual, occupational, and support stressors. Write-in stressor responses provided specific expressions of individual stress challenges, strains, and hassles that support predicted relations according to the Family Adaptation and Adjustment Response model. Research limitations/implications – This study provides a snapshot of objective adjustment interacting with subjective stress for expatriate employees from a single international organization during a specific time period. Originality/value – These findings provide insights to organizations and human resource development professionals as well as to expatriates and their families on how stress impacts expatriate adjustment. It also highlights the need for support mechanisms to ease transitions and reduce stressors.

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van Ruysseveldt, Joris, Tonnie van Wiggen-Valkenburg, and Karen van Dam. "The self-initiated work adjustment for learning scale: development and validation." Journal of Managerial Psychology 36, no. 6 (May 4, 2021): 491–504. http://dx.doi.org/10.1108/jmp-04-2020-0198.

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PurposeThe purpose of this study is to develop the self-initiated work adjustment for learning (SIWAL) scale that measures the adjustments that employees make in their work to enhance learning, based on theories and research on workplace learning, work adjustment and work design.Design/methodology/approachThe SIWAL scale was validated in two independent studies. Study 1 (n = 208) focused on the internal consistency and factor structure of the SIWAL scale. Study 2 (n = 178) re-examined the factorial structure using confirmatory factor analysis and investigated scale validity.FindingsIn both studies, the SIWAL scale showed good psychometric characteristics, i.e. a clear two-factorial structure and internal reliable sub-scales. The findings also indicated convergent, divergent and concurrent validity.Research limitations/implicationsUsing the SIWAL scale, future research could focus on the individual, social and organizational predictors and outcomes of SIWAL, collect supervisor and peer ratings to further validate this self-report scale and investigate lower-educated workers.Practical implicationsOrganizations might try to enhance their employees' SIWAL through organizational policies, such as supportive leadership, and a learning climate.Originality/valueThis study provides a first step toward a better understanding of what workers do to enhance their workplace learning. The study findings indicate that employees address two adaptive behaviors: adjusting job responsibilities and adjusting social interactions.

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Nicholson, Nigel, and John Arnold. "Graduate Entry and Adjustment to Corporate Life." Personnel Review 18, no. 3 (March 1989): 23–35. http://dx.doi.org/10.1108/00483488910133468.

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Harari, Michael B., Angela C. Reaves, David A. Beane, Andrew J. Laginess, and Chockalingam Viswesvaran. "Personality and expatriate adjustment: A meta-analysis." Journal of Occupational and Organizational Psychology 91, no. 3 (March 30, 2018): 486–517. http://dx.doi.org/10.1111/joop.12215.

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Rusch, Frank R., and L. Allen Phelps. "Secondary Special Education and Transition from School to Work: A National Priority." Exceptional Children 53, no. 6 (April 1987): 487–92. http://dx.doi.org/10.1177/001440298705300601.

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The economic, educational, and community adjustment difficulties of youth with handicaps are reviewed in the context of historical antecedents and of the U.S. Office of Special Education and Rehabilitative Services' transition initiative. The conceptual and organizational frameworks for the University of Illinois' federally sponsored Transition Institute are presented.

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Froidevaux, Ariane, Andreas Hirschi, and Mo Wang. "Identity incongruence and negotiation in the transition from work to retirement: A theoretical model." Organizational Psychology Review 8, no. 4 (November 2018): 228–55. http://dx.doi.org/10.1177/2041386619830754.

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In an aging society, dealing with the disengagement from one’s work-related identity and the quality of retirement adjustment become major concerns for individuals and organizations. However, the processes through which retirement adjustment can be achieved and upon which conditions this depends are only partially understood, especially regarding identity transition processes. To address this issue, we suggest that identity incongruence, identity transition negotiation, and the variety of high-quality exchange relationships represent key factors that explain the different experiences in retirement adjustment quality. Integrating social identity, self-categorization, identity negotiation, and interpersonal perspectives, we develop a theoretical model with 12 propositions highlighting the dynamic changes in identity incongruence across time and the possible coexistence of the work-related identity and the retiree identity. We also discuss the potential boundary conditions of the model, outline directions for future research, and suggest practical implications at the individual and organizational levels.

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Jokisaari, Markku, and Jukka Vuori. "Leaders’ resources and newcomer socialization: the importance of delegation." Journal of Managerial Psychology 33, no. 2 (March 12, 2018): 161–75. http://dx.doi.org/10.1108/jmp-09-2016-0274.

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Purpose Organizational socialization refers to the process by which newcomers learn to perform in their role and adjust to work after organizational entry. Unfortunately, there is little knowledge regarding organizational socialization from the supervisors’ perspectives, although the importance of supervisors in newcomer socialization is one of the most robust findings in the field. The purpose of this paper is to examine how supervisors’ perceived organizational support (supervisor POS) and the quality of their working relationships with newcomers (supervisor leader-member exchange (LMX)) relate to the delegation of authority to newcomers and how delegation in turn relates to newcomers’ work adjustment. Design/methodology/approach A sample of new employees completed questionnaires that included delegation and socialization outcome measures. Supervisors evaluated their POS and the quality of their working relationships with newcomers (LMX). Findings The results showed that supervisor POS moderated the relationship between supervisor LMX and delegation. Specifically, supervisors with high POS showed delegation to newcomers irrespective of their LMX. Conversely, when supervisors’ POS was low, a high LMX was related to delegation. The results further showed that delegation was positively related to newcomers’ role clarity, organizational knowledge, and job satisfaction. Finally, the results showed indirect effects of supervisor LMX on newcomers’ role clarity and job satisfaction through delegation contingent on supervisor POS. Originality/value This study showed that a supervisor’s social exchange relations both with the organization and with a new employee are important in the delegation of authority and responsibility to a newcomer and that this delegation in turn relates to newcomers’ work adjustment.

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Bolger, Niall, Adam Zuckerman, and Ronald C. Kessler. "Invisible support and adjustment to stress." Journal of Personality and Social Psychology 79, no. 6 (2000): 953–61. http://dx.doi.org/10.1037/0022-3514.79.6.953.

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KIVIMÄKI, M., M. ELOVAINIO, J. VAHTERA, M. VIRTANEN, and S. A. STANSFELD. "Association between organizational inequity and incidence of psychiatric disorders in female employees." Psychological Medicine 33, no. 2 (February 2003): 319–26. http://dx.doi.org/10.1017/s0033291702006591.

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Background. Prior research on work-related factors in the aetiology of psychiatric disorders has been concentrated on job control, job demands and social support. To broaden the view to managerial procedures, we examined whether the extent to which employees are treated with equity in the workplace predicts their mental health. Organizational equity refers to decision-making procedures, which are consistently applied, open, correctable and include input from affected parties (procedural justice). It also refers to respectful and considerate treatment of individuals by supervisors (relational justice).Method. A cohort of 1786 female hospital employees with no psychiatric disorder at baseline responded to a questionnaire on organizational equity. From the responses, both an individual score and a work unit mean score were assigned to each participant. The outcome was new reports of doctor-diagnosed psychiatric disorders during the 2-year follow-up. Odds ratios and 95% confidence intervals were corrected for clustering of the data.Results. After adjustment for age and salary, odds ratio of new psychiatric disorders for self-reported low procedural justice was 1·9 (95% CI 1·1 to 3·2). Corresponding odds ratio for low procedural justice, as assessed with work unit mean scores, was 1·7 (95% CI 1·5 to 2·0). These associations remained statistically significant after additional adjustment for mental distress at baseline and job control, job demands and social support. Relational justice did not predict psychiatric disorders.Conclusion. Research on organizational equity provides new information about potential work-related determinants of mental health. Low procedural justice seems to be an independent risk factor for psychiatric disorders in female employees.

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Wong, Jessica Y., and Joanne K. Earl. "Towards an integrated model of individual, psychosocial, and organizational predictors of retirement adjustment." Journal of Vocational Behavior 75, no. 1 (August 2009): 1–13. http://dx.doi.org/10.1016/j.jvb.2008.12.010.

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Garber, Judy, and Stephanie A. Little. "Emotional Autonomy and Adolescent Adjustment." Journal of Adolescent Research 16, no. 4 (July 2001): 355–71. http://dx.doi.org/10.1177/0743558401164004.

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Yasui, Miwa, Carole LaRue Dorham, and Thomas J. Dishion. "Ethnic Identity and Psychological Adjustment:." Journal of Adolescent Research 19, no. 6 (November 2004): 807–25. http://dx.doi.org/10.1177/0743558403260098.

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Berry, Mary O’Neill, Walter Reichman, Jane Klobas, Malcolm MacLachlan, Harry C. Hui, and Stuart C. Carr. "Humanitarian work psychology: The contributions of organizational psychology to poverty reduction." Journal of Economic Psychology 32, no. 2 (March 2011): 240–47. http://dx.doi.org/10.1016/j.joep.2009.10.009.

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Subich, Linda Mezydlo. "Women's Work and Life Satisfaction in Relation to Career Adjustment." Journal of Career Assessment 6, no. 4 (September 1998): 389–402. http://dx.doi.org/10.1177/106907279800600402.

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Reynolds, Amy L., and Madonna G. Constantine. "Cultural Adjustment Difficulties and Career Development of International College Students." Journal of Career Assessment 15, no. 3 (August 2007): 338–50. http://dx.doi.org/10.1177/1069072707301218.

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Takeuchi, Riki, and Jieying Chen. "The impact of international experiences for expatriates’ cross-cultural adjustment." Organizational Psychology Review 3, no. 3 (June 21, 2013): 248–90. http://dx.doi.org/10.1177/2041386613492167.

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Hite, Linda M., and Kimberly S. McDonald. "Career Aspirations of Non-Managerial Women: Adjustment and Adaptation." Journal of Career Development 29, no. 4 (March 2003): 221–35. http://dx.doi.org/10.1177/089484530302900401.

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