The measurement of effort–reward imbalance at work: European comparisons

Siegrist, Johannes; Starke, Dagmar; Chandola, Tarani; Godin, Isabelle; Marmot, Michael; Niedhammer, Isabelle; Peter, Richard

doi:10.1016/s0277-9536(03)00351-4

Cited by 1,858 publications

(1,985 citation statements)

References 39 publications

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“…Imbalance between effort and reward elicits negative emotions, such as injustice, disappointment and sustained stress, and may in the long run lead to increased risk of illness due to strain reactions [41]. The theoretical basis is social reciprocity, i.e.…”

Section: Discussionmentioning

confidence: 99%

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Early and Late Return to Work After Sick Leave: Predictors in a Cohort of Sick-Listed Individuals with Common Mental Disorders

et al. 2015

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Objectives: The study aims to identify individual and workplace factors associated with early return to work [RTW] -defined as within 3 months -and factors associated with later RTW -between 3 and 12 months after being sick-listed -in a cohort of newly sick-listed individuals with common mental disorders.Methods: In a prospective cohort study, a cross-sectional analysis was performed on baseline measures of patients granted sick leave due to common mental disorders. A total of 533 newly sicklisted individuals fulfilled the inclusion criteria and agreed to participate. A baseline questionnaire was sent by post within three weeks of their first day of certified medical sickness; 354 (66%) responded. Those who were unemployed were excluded, resulting in a study population of 319 individuals. Sick leave was recorded for each individual from the Social Insurance Office during one year. Analyses were made with multiple Cox regression analyses.Results: Early RTW was associated with lower education, better work ability at baseline, positive expectations of treatment and low perceived interactional justice with the supervisor. RTW after three months was associated with a need to reduce demands at work, and turnover intentions.Conclusions: Early RTW among sick-listed individuals with common mental disorders seems to be associated with the individual's need to secure her/his employment situation, whereas later RTW is associated with variables reflecting dissatisfaction with work conditions. No health measures were associated with RTW. The study highlights the importance of considering not only health and functioning, but also workplace conditions and relations at the workplace in implementing RTW interventions.

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Section: Discussionmentioning

confidence: 99%

“…Overcommitment (OC) was assessed by six items measuring patterns of coping with work demands. The total score for OC ranges from 6 to 24, where a high score indicates that the subject is likely to experience OC at work [41].…”

Section: Work Conditionsmentioning

confidence: 99%

Early and Late Return to Work After Sick Leave: Predictors in a Cohort of Sick-Listed Individuals with Common Mental Disorders

et al. 2015

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“…The Job Content Questionnaire subscales were used to measure job demand (five items) and job control (nine items) (Karasek et al, 1998); job strain was calculated as the ratio of demand to control. The Effort-Reward Imbalance (ERI) Questionnaire was used to measure effort (six items) and reward (11 items); an ERI ratio was calculated as the ratio of effort to reward with a correction factor applied to resolve the number difference in the two scales (Siegrist et al, 2004). Safety climate was measured by an 11-item questionnaire assessing the employee's perceptions about management commitment for worker safety, safety communication with supervisors and coworkers, and work environment related to safety (Felknor et al, 2000).…”

Section: Study Variables and Measuresmentioning

confidence: 99%

Musculoskeletal pain among critical-care nurses by availability and use of patient lifting equipment: An analysis of cross-sectional survey data

Lee¹,

Faucett²,

Gillen³

et al. 2013

International Journal of Nursing Studies

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“…Effort-reward imbalance (ERI) at work was measured using 3 scales [38,39]. Effort is based on 6 items dealing with aspects of the work environment that are perceived as demanding.…”

Section: Work Conditionsmentioning

confidence: 99%

“…The score ranges from 11 to 55; the lower the reward score the lesser the perceived reward at work. The ratio of effort/reward indicates imbalance at work when the ERI quota is ≥1 [38]. Over commitment (OC) was assessed by 6 items measuring patterns of coping with work demands.…”

Section: Work Conditionsmentioning

confidence: 99%

Is Mobility in the Labor Market a Solution to Sustainable Return to Work for Some Sick Listed Persons?

et al. 2011

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Aim: The study aims to identify characteristics associated with long-term expectations of professional stability or mobility among recently sick-listed workers, and to study whether expectations of professional mobility and turnover intentions were associated with duration of sick leave. Methods: A cross-sectional study was performed on baseline measures in a prospective cohort study of patients who were granted sick leave due to musculoskeletal (

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The measurement of effort–reward imbalance at work: European comparisons

Cited by 1,858 publications

References 39 publications

Early and Late Return to Work After Sick Leave: Predictors in a Cohort of Sick-Listed Individuals with Common Mental Disorders

Early and Late Return to Work After Sick Leave: Predictors in a Cohort of Sick-Listed Individuals with Common Mental Disorders

Musculoskeletal pain among critical-care nurses by availability and use of patient lifting equipment: An analysis of cross-sectional survey data

Is Mobility in the Labor Market a Solution to Sustainable Return to Work for Some Sick Listed Persons?

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