Organizational justice is related to heart rate variability in white-collar workers, but not in blue-collar workers - findings from a cross-sectional study

Background: Perceived injustice at work predicts coronary heart disease. Vagal dysregulation represents a potential psychobiological pathway.

Purpose: We examined associations between organizational justice and heart rate variability (HRV) indicators. Grounded in social exchange and psychological contract theory, we tested predictions that these associations are more pronounced among white-collar than among blue-collar workers.

Methods: Cross-sectional data from 222 blue-collar and 179 white-collar men were used. Interactional and procedural justice were measured by questionnaire. Ambulatory HRV was assessed across 24 h. Standardized regression coefficients (β) were calculated.

Results: Among white-collar workers, interactional justice showed positive relationships with 24-h HRV, which were strongest during sleeping time (adjusted βs ≥0.26; p values ≤0.01). No associations were found for blue-collar workers. A comparable but attenuated pattern was observed for procedural justice.

Conclusions: Both dimensions of organizational injustice were associated with lowered HRV among white-collar workers. The impact of justice and possibly its association with health seems to differ by occupational groups.