Negative emotionality, activity, and sociability temperaments predicting long-term job strain and effort–reward imbalance: A 15-year prospective follow-up study

Hintsanen, Mirka; Hintsa, Taina; Widell, Anna; Kivimäki, Mika; Raitakari, Olli T.; Keltkangas-Järvinen, Liisa

doi:10.1016/j.jpsychores.2011.02.012

Cited by 32 publications

(34 citation statements)

References 37 publications

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“…This is in line with a previous study showing that activity according to Buss & Plomin [24] did not predict work stress [7]. Instead, higher activity was linked with higher effort and rewards at work.…”

Section: Temperament and Resiliency To Work Stresssupporting

confidence: 92%

“…Previously it has been reported that higher harm avoidance and lower novelty seeking, defined by Cloninger's temperament theory, predict perceptions of work stress [16]. High negative emotionality and activity, as defined by Buss and Plomin's temperament theory [23,24], have been shown to predict high perceived ERI and low rewards at work [7]. As yet, however, there is no information on associations between temperament characteristics in terms of the Regulative Theory of Temperament (Strelau) and ERI.…”

Section: Methodsmentioning

confidence: 99%

“…The main stream of work stress research has previously focused on the consequences of work stress [1,4,5]. However, individual characteristics may contribute to perception of effort and rewards at work [6,7]. Psychological stress is assumed to be caused by an imbalance between individual capacities and environmental demands.…”

Section: Introductionmentioning

confidence: 99%

“…Temperament traits are assumed to constitute antecedent conditions that influence subsequent conditions, and therefore, can be considered as moderators of all stress phenomena [15]. Temperament characteristics may predispose individuals to react differently in stressful encounters [7,10,11,16,17]. In arousaloriented theories of temperament (e.g.…”

Section: Introductionmentioning

confidence: 99%

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Effort-reward imbalance at work is predicted by temporal and energetic characteristics of behavior: A population-based study

Hintsa

Hintsanen

Jokela

et al. 2013

International Journal of Occupational Medicine and Environmental Health

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Objective: Personality dispositions may influence perceptions of work stress. The paper examines the relationship between temperament in terms of Strelau's Regulative Theory of Temperament and the effort-reward imbalance and its components. Material and Methods: There were 890 participants (360 men) aged 37.9 years on average. Temperament traits of briskness and perseveration (temporal characteristics of behavior), sensory sensitivity, emotional reactivity, endurance and activity (energetic characteristics of behavior) were measured by Strelau & Zawadzki's Formal Characteristics of BehaviorTemperament Inventory (FCB-TI) in 1997 and 2001. Effort and reward at work were assessed with the original effortreward imbalance (ERI) questionnaire of 2007. Results: Higher ERI at work was predicted by higher emotional reactivity, higher perseveration, lower briskness, and lower endurance. Higher effort and lower rewards at work were predicted by higher perseveration and lower endurance. The FCB-TI temperament characteristics accounted for 5.2%, 4.8% and 6.5% of the variance in the ERI, effort and reward, respectively. Lower emotional reactivity, lower perseveration, higher briskness and higher endurance predicted higher esteem at work, job promotion and job security. Conclusions: Individual differences in arousability, reflected in temporal and energetic characteristics of behavior, may predispose to or to protect from an effort-reward imbalance at work. Individual differences should be acknowledged in work stress prevention and developing interventions.

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Section: Temperament and Resiliency To Work Stresssupporting

confidence: 92%

Section: Methodsmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

See 2 more Smart Citations

Effort-reward imbalance at work is predicted by temporal and energetic characteristics of behavior: A population-based study

Hintsa

Hintsanen

Jokela

et al. 2013

International Journal of Occupational Medicine and Environmental Health

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“…Two crucial questions are, firstly, which personal characteristics function as risk factors for experiences that are known to affect employee well-being and, secondly, what is the relation between these personal characteristics and characteristics of the job across time. Although some associations have been found between personal characteristics and job characteristics (eg, 3,4,5), their predictive associations are still unclear due to the limited longitudinal research with a full panel design. Knowledge on these predictive associations is needed in order to fully understand how job strain develops from the viewpoint of the individual.…”

mentioning

confidence: 99%

Overcommitment as a predictor of effort–reward imbalance: evidence from an 8-year follow-up study

Feldt¹,

Hyvönen²,

Mäkikangas³

et al. 2016

Scand J Work Environ Health

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Overcommitment as a predictor of effort-reward imbalance: evidence from an 8-year follow-up study by Feldt T, Hyvönen K, Mäkikangas A, Rantanen J, Huhtala M, Kinnunen UThe present study makes a significant contribution to job strain research by showing that employees' perceptions of failed reciprocity (effort-reward imbalance) can have their origins in their intrinsic overcommitment. We suggest, when implementing interventions, organizations should take into account the dynamic nature of employees' job strain experiences, and particularly the role of individual differences in overcommitment. Affiliation 309Original article Scand J Work Environ Health. 2016;42(4):309-319. doi:10.5271/sjweh.3575 Overcommitment as a predictor of effort-reward imbalance: evidence from an 8-year follow-up study Objective The effort-reward imbalance (ERI) model includes the personal characteristic of overcommitment (OC) and the job-related characteristics of effort, reward, and ERI, all of which are assumed to play a role in an employee's health and well-being at work. The aim of the present longitudinal study was to shed more light on the dynamics of the ERI model by investigating the basic hypotheses related to the role of OC in the model, ie, to establish whether an employee's OC could be a risk factor for an increased experience of high effort, low reward, and high ERI at work. Results Three cross-lagged structural equation models (SEM) were estimated and compared by using full information maximum likelihood method: (i) OC predicted later experiences of effort, reward, and ERI (normal causation model), (ii) effort, reward, and ERI predicted later OC (reversed causation model), and (iii) associations in normal causal and reversed causal models were simultaneously valid (reciprocal causation model). The results supported the normal causation model: strong OC predicted later experiences of high effort, low reward and high ERI. MethodsConclusions High OC is a risk factor for an increased experience of job strain factors; that is, high effort, low reward, and high ERI. Thus, OC is a risk factor not only for an employee's well-being and health but also for an increasing risk for perceiving adverse job strain factors in the working environment.

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Personality traits of the Five-Factor Model are associated with work-related stress in special force police officers

Garbarino

Chiorri

Magnavita

2013

Int Arch Occup Environ Health

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Negative emotionality, activity, and sociability temperaments predicting long-term job strain and effort–reward imbalance: A 15-year prospective follow-up study

Cited by 32 publications

References 37 publications

Effort-reward imbalance at work is predicted by temporal and energetic characteristics of behavior: A population-based study

Effort-reward imbalance at work is predicted by temporal and energetic characteristics of behavior: A population-based study

Overcommitment as a predictor of effort–reward imbalance: evidence from an 8-year follow-up study

Personality traits of the Five-Factor Model are associated with work-related stress in special force police officers

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