Unfairness and Stress—An Examination of Two Alternative Models: Organizational-Justice and Effort–Reward Imbalance

The chapter starts with a theoretical sociological, psychological, and physiological framework for the relationships between psychosocial factors and coronary heart disease (CHD). This is followed by a review of the scientific evidence supporting such an association. Individual behaviours and coping mechanisms as well as environmental conditions of relevance for CHD are described. In particular, type A and D behaviour, depressive states, covert coping, social support and social network, socioeconomic conditions, as well as theoretical work environment models of relevance for CHD (job strain, effort-reward imbalance, organizational justice and leadership) are discussed. The remaining part of the chapter surveys the results from controlled studies of the effects of psychosocial interventions. There is accumulating evidence from such controlled studies that risk factors for CHD can be favourably influenced.

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Job Stress and Burnout Among Employees Working in Terrorist-Ridden Areas

Frontiers in Psychology ◽

10.3389/fpsyg.2021.667488 ◽

2021 ◽

Vol 12 ◽

Author(s):

Shuaib Ahmed Soomro ◽

Akhtiar Ali Gadehi ◽

Xu Hongyi Xu ◽

Sarfraz Ahmed Shaikh

Keyword(s):

Organizational Justice ◽

Job Stress ◽

Terrorist Attacks ◽

Hierarchical Regression ◽

Future Research ◽

Significant Relationships ◽

Effort Reward Imbalance ◽

Reward Imbalance ◽

Relationship Of ◽

The Relationship

This article examines the relationship of effort-reward imbalance (ERI) on employee stress by considering job burnout (BO), organizational (in)justice (OJ), and sensitivity to terrorism (STT). This study uses the effort-reward imbalance (ERI) framework as a job stress model. After describing terrorism and a brief discussion on organizational justice and some of its challenges, we introduced “sensitivity to terrorism” as a moderator in the ERI framework. Using a 432 sample size of questionnaire data collected from two big cities where terrorist attacks are rampant and received during a period when terrorist attacks were at a peak. After analyzing data in EFA, results from the hierarchical regression analysis provided support for our developed model. Overall, the statistical model is significant (p < 0.05). We found significant relationships between ERI and facets of BO. Organizational (in)justice mediated the influence of ERI on facets of BO. We also found that STT significantly moderated ERI and facets of burnout. The article concludes with some implications and guidelines for future research.

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Psychosocial factors in the prevention of cardiovascular disease

10.1093/med/9780199656653.003.0018_update_001 ◽

2017 ◽

Author(s):

Töres Theorell ◽

Chantal Brisson ◽

Michel Vézina ◽

Alain Milot ◽

Mahée Gilbert-Ouimet

Keyword(s):

Organizational Justice ◽

Psychosocial Factors ◽

Job Strain ◽

Scientific Evidence ◽

Psychosocial Interventions ◽

Theoretical Work ◽

Socioeconomic Conditions ◽

Effort Reward Imbalance ◽

Reward Imbalance ◽

And Coping

The chapter starts with a theoretical sociological, psychological, and physiological framework for the relationships between psychosocial factors and coronary heart disease (CHD). This is followed by a review of the scientific evidence supporting such an association. Individual behaviours and coping mechanisms as well as environmental conditions of relevance for CHD are described. In particular, type A and D behaviour, depressive states, covert coping, social support and social network, socioeconomic conditions, as well as theoretical work environment models of relevance for CHD (job strain, effort-reward imbalance, organizational justice and leadership) are discussed. The remaining part of the chapter surveys the results from controlled studies of the effects of psychosocial interventions. There is accumulating evidence from such controlled studies that risk factors for CHD can be favourably influenced.

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Psychosoziale Merkmale der Arbeit, Überforderungserleben und Depressivität

Zeitschrift für Arbeits- und Organisationspsychologie A&O ◽

10.1026/0932-4089.52.4.191 ◽

2008 ◽

Vol 52 (4) ◽

pp. 191-203 ◽

Cited By ~ 6

Author(s):

Ulrike Rösler ◽

Ute Stephan ◽

Katja Hoffmann ◽

Katja Morling ◽

Anett Müller ◽

...

Keyword(s):

Job Demand ◽

Effort Reward Imbalance ◽

Reward Imbalance ◽

Demand Control

Die vorliegende Studie untersuchte die im Job-Demand-Control-Support-Modell und Effort-Reward-Imbalance-Modell beschriebenen Tätigkeitsmerkmale in Bezug auf Depressivität in einer Stichprobe von 265 Erwerbstätigen. Anhand konfirmatorischer Faktorenanalysen wurden Gemeinsamkeiten und Unterschiede beider Modelle geprüft. Anschließend wurde die Bedeutung der nachweisbaren Tätigkeitsmerkmale für die Vorhersage von Depressivität getestet und untersucht, inwieweit die Effekte durch Überforderungserleben mediiert werden. Die Analysen zeigten, dass die Modelle sowohl gemeinsame (Arbeitsintensität bzw. berufliche Anforderungen) als auch distinkte Arbeitsmerkmale (Tätigkeitsspielraum, Arbeitsplatzsicherheit, beruflicher Status, soziale Anerkennung) erfassen. Hohe Arbeitsintensität, geringe Arbeitsplatzsicherheit und fehlende soziale Anerkennung standen in signifikantem Zusammenhang mit Depressivität. Anders als erwartet war der berufliche Status positiv mit Depressivität assoziiert, während für den Tätigkeitsspielraum keine signifikanten Effekte nachweisbar waren. Das Pfadmodell bestätigte sowohl direkte als auch durch Überforderungserleben vermittelte Zusammenhänge zwischen den Tätigkeitsmerkmalen und Depressivität (39 % Varianzaufklärung). Die Ergebnisse bieten eine Grundlage für die Identifizierung potenzieller Risikofaktoren für das Auftreten depressiver Symptome am Arbeitsplatz.

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