The present study extended the effort-reward imbalance (ERI) model (Siegrist, 1996b), first by differentiating between separate reward components, second by including intrinsic reward, and third by additionally predicting a non-health outcome (i.e., turnover intention) in a military context. Regression analyses of 789 reservists found financial and esteem reward to moderate the impact of extrinsic effort on depressive symptoms, whereas only financial reward moderated the effort turnover intentions relationship. Results supported the usefulness of the extended ERI model in the military context. Relevant areas for future research on the military effort-reward perspective are discussed.In his model of effort-reward imbalance (ERI), Siegrist (1996aSiegrist ( , 1996b posited that being employed plays a crucial role in people's lives. People benefit from their work through a sense of belonging to an important group and contributing to the workplace. Yet, according to this model, the potential benefits depend on reciprocity. If people expend effort on a task, they expect to be rewarded. A failure of the employer to distribute commensurate rewards causes a state of imbalance between MILITARY PSYCHOLOGY, 22:524-542, 2010