Effort-Reward Imbalance and Occupational Health

Siegrist, Johannés; Li, Jian

doi:10.1007/978-3-030-05031-3_14-1

Cited by 5 publications

(13 citation statements)

References 69 publications

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“…Although work is, in general, a source of well-being and health for people, it has repeatedly been considered a precedent of physical and mental health problems. This statement is fully consistent with the central notion of the effort-reward imbalance model (Effort-Reward Imbalance, ERI) [1,2,3]. This explanatory model of stress has been developed by Johannes Siegrist (1996) to identify conditions of failure of reciprocity in social commitments.…”

Section: Introductionsupporting

confidence: 72%

Indentification and Overcommitment in the Hospital Context: A Comparative Study in a Spanish Sample of Health Professionals

Tirado

LLorente-Alonso

García-Ael

et al. 2021

Proceedings of the 3rd International Electronic Conference on Environmental Research and Public Health —Public Health Issues In

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The purpose of this study was to check whether the overcommitment, included in the Theoretical Model of Effort-Reward Imbalance (ERI), moderated the relationship between the ERI and the organizational identification in a sample of Spanish health professionals. Furthermore, we also wanted to check if this effect varied depending on the professional category (doctors vs. nurses) and age. A sample of 623 subjects participated in the study, 164 were doctors and 459 were nursing professionals. Both samples answered a set of questions related to the imbalance between effort and received rewards (ERI), the overcommitment (intrinsic component of the ERI model), and the organizational identification. The results revealed that the effect of effort-reward imbalance on organizational identification was statistically significant in professionals with medium-high overcommitment (β = 0.22, p < 0.01; β = 0.39, p < 0.01). In the case of people with low overcommitment, this effect was not significant. These results suggest that when an imbalance between the efforts and rewards received in the organization occurred, the most overcommitment healthcare professionals identify more with the organization than those who are less committed. In addition, the relationship to age is negative and significant only for the group of nurses (β = -0.012, p < 0.01). More specifically, older nurses, were less identified with the organization. Despite the limitations, this study can contribute to a better understanding of the moderating role of overcommitment and its indirect effects on organizational identification, depending on chronological age, as well as guide possible interventions in the light of these influences.

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Section: Introductionsupporting

confidence: 72%

Indentification and Overcommitment in the Hospital Context: A Comparative Study in a Spanish Sample of Health Professionals

Tirado

LLorente-Alonso

García-Ael

et al. 2021

Proceedings of the 3rd International Electronic Conference on Environmental Research and Public Health —Public Health Issues In

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“…Effort-reward imbalance (ERI) is a theoretical model used in the study of occupational health. The model focuses on the reciprocity of exchange between the effort spent and the reward gained at work ( 13 ). Effort is further divided into extrinsic and intrinsic efforts.…”

Section: Introductionmentioning

confidence: 99%

“…Extrinsic effort refers to the physical or psychological demands of a job (e.g. workload, responsibilities and time spent on the job) ( 13 ), while intrinsic effort refers to the personal and inner motivation of an employee ( 13 ). Overcommitment is a set of behaviours and emotions with a combination of excessive striving and a strong desire for approval and esteem ( 13 ).…”

Section: Introductionmentioning

confidence: 99%

“…workload, responsibilities and time spent on the job) ( 13 ), while intrinsic effort refers to the personal and inner motivation of an employee ( 13 ). Overcommitment is a set of behaviours and emotions with a combination of excessive striving and a strong desire for approval and esteem ( 13 ). According to the ERI model, overcommitted individuals are noted to be at higher risk of strain, hence, becoming more detrimental to health ( 13 ).…”

Section: Introductionmentioning

confidence: 99%

“…Overcommitment is a set of behaviours and emotions with a combination of excessive striving and a strong desire for approval and esteem ( 13 ). According to the ERI model, overcommitted individuals are noted to be at higher risk of strain, hence, becoming more detrimental to health ( 13 ). Meanwhile, reward can also be divided in the form of money (e.g.…”

Section: Introductionmentioning

confidence: 99%

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Quality of Life and Its Association with Effort-Reward Imbalance among Medical Officers Working in Government Hospitals in Kuching, Sarawak, Malaysia

Chin¹,

Husain²,

Fadzil³

et al. 2022

MJMS

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Background: Medical officers (MOs) face multiple sources of work-related stress, including work system transition, job insecurity, dissatisfaction with income and intense working environments. This study aimed to examine the quality of life (QOL), effort-reward imbalance (ERI) and their association among MOs working in government hospitals in Kuching, Sarawak, Malaysia. Methods: This cross-sectional study was conducted among MOs from Sarawak General Hospital and Hospital Sentosa from May 2018 to March 2020. A total of 614 participants were selected through convenient sampling. An email with a link to three sets of questionnaires via Google forms including a questionnaire on sociodemographic data and job characteristics, the World Health Organization Quality of Life-Brief version (WHOQOL-BREF) (Malay version) and the effort-reward imbalance (ERI-Q) (long version) was sent to potential participants. A total of 276 MOs completed and returned the questionnaires. Data were analysed using descriptive, simple and multiple logistic regression analysis. A P-value of less than 0.05 was taken as a statistically significant result. Results: Most MOs reported no adversity in the workplace (i.e. 29% low effort/high reward, 5.1% high effort/high reward, 6.2% low effort/low reward and 23.6% high effort/low reward). More than half of MOs (54%) reported poor general QOL and were associated with a combination of active and passive on-calls (adjusted odds ratio [AOR] = 5.36, 95% confidence interval [CI]: 1.21, 23.79). Poor QOL in the physical domain was associated with the presence of chronic illness (AOR = 23.35; 95% CI: 4.25, 128.45), active on-calls (AOR = 14.75; 95% CI: 1.16, 188.35) and a combination of active and passive on-calls (AOR = 18.25; 95% CI: 1.39, 238.98). Men had a higher risk of poor QOL in the environmental domain (AOR = 2.03; 95% CI: 1.04, 3.98). Only 23.6% of MOs reported psychosocial adversity at work (high effort/low reward). High effort/low reward was associated with poor QOL in general (AOR = 4.71; 95% CI: 1.71, 13.01), physical (AOR = 4.53; 95% CI: 2.02, 10.17), psychological (AOR = 5.95; 95% CI: 2.82, 12.58) and environmental domains (AOR = 4.21; 95% CI: 1.95, 9.08). Low effort/high reward was found to have a lower likelihood of poor QOL in the social domain (AOR = 0.13; 95% CI: 0.04, 0.44). Conclusion: Higher ERI was found to be associated with poor QOL among MOs in government hospitals. Future

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Unpaid overtime and mental health in the Canadian working population

Shahidi,

Tracey,

Gignac

et al. 2024

American J Industrial Med

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BackgroundUnpaid overtime—describing a situation where extra hours are worked but not paid for—is a common feature of the labor market that, together with other forms of wage theft, costs workers billions of dollars annually. In this study, we examine the association between unpaid overtime and mental health in the Canadian working population. We also assess the relative strength of that association by comparing it against those of other broadly recognized work stressors.MethodsData were drawn from a survey administered to a heterogeneous sample of workers in Canada (n = 3691). Generalized linear models quantified associations between unpaid overtime, stress, and burnout, distinguishing between moderate (1−5) and excessive (6 or more) hours of unpaid overtime.ResultsUnpaid overtime was associated with higher levels of stress and burnout. Relative to those working no unpaid overtime, men working excessive unpaid overtime were 85% more likely to report stress (prevalence ratios [PR]: 1.85, 95% confidence interval [CI]: 1.26−2.72) and 84% more likely to report burnout (PR: 1.84, 95% CI: 1.34−2.54), while women working excessive unpaid overtime were 90% more likely to report stress (PR: 1.90, 95% CI: 1.32−2.75) and 52% more likely to report burnout (PR: 1.52; 95% CI: 1.12−2.06). The association of excessive unpaid overtime with mental health was comparable in magnitude to that of shift work and low job control.ConclusionsUnpaid overtime may present a significant challenge to the mental health of working people, highlighting the potential role of wage theft as a neglected occupational health hazard.

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Effort-Reward Imbalance and Occupational Health

Cited by 5 publications

References 69 publications

Indentification and Overcommitment in the Hospital Context: A Comparative Study in a Spanish Sample of Health Professionals

Indentification and Overcommitment in the Hospital Context: A Comparative Study in a Spanish Sample of Health Professionals

Quality of Life and Its Association with Effort-Reward Imbalance among Medical Officers Working in Government Hospitals in Kuching, Sarawak, Malaysia

Unpaid overtime and mental health in the Canadian working population

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