ABSTRACT
This chapter concentrates on studies examining organizational injustice as a risk factor for coronary heart disease (CHD) and also reviews its associations with other health outcomes that could potentially mediate the link between justice and CHD. Organizational justice is defined as the extent to which employees are treated with justice at their workplace. The D. T. Miller, a pioneer in this field of research, injustice is experienced when people perceive that they are treated in a way that they do not deserve to be treated or that they are not treated in the way they deserve. The INTERHEART study is probably the largest study of psychosocial factors and CHD. The robust evidence from a large number of studies, there is little doubt of an association between psychosocial factors and CHD. The idea that organizational justice represents a work-related psychosocial health risk is relatively new, and more evidence is needed to support its role as a potentially important risk marker.
