Long-term patterns of effort-reward imbalance and over-commitment: Investigating occupational well-being and recovery experiences as outcomes

Work & Stress ◽  
2013 ◽  
Vol 27 (1) ◽  
pp. 64-87 ◽  
Author(s):  
Taru Feldt ◽  
Mari Huhtala ◽  
Ulla Kinnunen ◽  
Katriina Hyvönen ◽  
Anne Mäkikangas ◽  
...  
Keyword(s):  
Well Being ◽  
Effort Reward Imbalance ◽  
Recovery Experiences ◽  
Reward Imbalance

Predictors of Effort–Reward Imbalance Among Employees Providing Three Types of Long-Term Care Services in Japan: Implications for Employee Well-Being

2021 ◽  
pp. 073346482199721
Author(s):  
Ayumi Honda ◽  
Elizabeth B. Fauth ◽  
Yin Liu ◽  
Sumihisa Honda
Keyword(s):  
Long Term Care ◽  
Multiple Logistic Regression Analysis ◽  
Well Being ◽  
Family Needs ◽  
Care Providers ◽  
Term Care ◽  
Factors Associated ◽  
Effort Reward Imbalance ◽  
Reward Imbalance

The purpose of this study was to identify predictive factors of effort–reward imbalance (ERI) among employees in multiple long-term care settings in Japan. This cross-sectional study by convenience sampling included 944 participants providing three types of long-term care: home-based ( n = 201), community-based ( n = 128), and institutional ( n = 615). Multiple logistic regression analysis was used to identify factors associated with self-reported ERI. Low job satisfaction, being a care manager, holding a position of department head, working long hours, and having family-related stress were the common factors associated with ERI in employees across all three types of long-term care setting. Long-term care providers should consider the needs of care recipients and their family, as well as the needs of care employees, maximizing rewards so that turnover can be reduced and the diversity of individual work–family needs can be accommodated across multiple forms of long-term care settings.

scholarly journals ‘Life in the Travelling Circus’: A Study of Loneliness, Work Stress, and Money Issues in Touring Professional Golf

2017 ◽  
Vol 34 (2) ◽  
pp. 148-159 ◽  
Author(s):  
John Fry ◽  
Daniel Bloyce
Keyword(s):  
Social Support ◽  
Work Stress ◽  
Well Being ◽  
Decision Latitude ◽  
Personal Problems ◽  
Work Related ◽  
Effort Reward Imbalance ◽  
Reward Imbalance ◽  
Professional Golfers ◽  
Health And Well Being

This article examines the effects of globalization on the well-being of migrant professional athletes. Interviews with 20 touring professional golfers reveal that players experience many of the personal problems—such as loneliness, isolation, low decision latitude, low social support, and effort-reward imbalance—which have been identified as “strong predictors of mental ill-health” (Leka & Jain, 2010, p. 65). Feelings of loneliness and isolation developed as players were regularly apart from family and friends, and spent most of their time with other golfers whom they had somewhat superficial relationships with. These feelings coupled with, for many, uncertain income generated through golf added further to their work-related anxieties. Overall, results highlight the importance of considering how workplace anxieties and vulnerabilities impact on athlete migrants’ health and well-being.

The relationship between transformational leadership and effort-reward imbalance

2016 ◽  
Vol 37 (4) ◽  
pp. 450-466 ◽  
Author(s):  
Eva-Ellen Weiß ◽  
Stefan Süß
Keyword(s):  
Transformational Leadership ◽  
Well Being ◽  
Hierarchical Regression ◽  
Subjective Well Being ◽  
Cross Sectional ◽  
Content Type ◽  
Effort Reward Imbalance ◽  
Reward Imbalance ◽  
The Relationship ◽  
Individualized Consideration

Purpose – The purpose of this paper is to investigate the relationship between transformational leadership and effort-reward imbalance as well as the moderating role of overcommitment and subjective well-being. In particular, the study focuses on the transformational leadership component individualized consideration and its relationship with effort-reward imbalance. Design/methodology/approach – Using linear hierarchical regression analyses, the authors tested four hypotheses on a broad sample of 229 German employees. Findings – The results confirm the expected relationship between transformational leadership and effort-reward imbalance and that the strongest relationship exists with individualized consideration. However, there is no support for the hypothesized moderating effects. Research limitations/implications – First, the recruitment of the sample via fora and periodicals may bias the results. Second, the dependent and the independent variables were assessed with the same method, thus facilitating a common method bias. Third, the study underlies a cross-sectional design which does not allow drawing conclusions on causality. Practical implications – The findings provide implications for leaders by showing that the most effective leadership behaviours are those encompassed by the transformational leadership component individualized consideration when it comes to reducing negative health effects of adverse working conditions. Furthermore, the results suggest that overcommitment plays a major role for employees’ effort-reward imbalance and should thus be addressed by specific training measures. Originality/value – Researchers have devoted little attention to revealing how effort-reward imbalance can be avoided or reduced by leaders. The study attempts to fill this gap by exploring the relationship between effort-reward imbalance and transformational leadership.

scholarly journals Working Conditions in Primary Care: A Qualitative Interview Study with Physicians in Sweden Informed by the Effort-Reward-Imbalance Model

2021 ◽  
Author(s):  
Per Nilsen ◽  
Hanna Fernemark ◽  
Ida Seing ◽  
Kristina Schildmeijer ◽  
Carin Ericsson ◽  
...  
Keyword(s):  
Primary Care ◽  
Health Care ◽  
Working Conditions ◽  
Primary Care Physicians ◽  
Well Being ◽  
Public Health Care ◽  
Qualitative Interview Study ◽  
Effort Reward Imbalance ◽  
Reward Imbalance ◽  
Eri Model

Abstract Background: Many problems with primary care physicians’ psychosocial working conditions have been documented. Many studies on working condition have used the Effort-Reward-Imbalance (ERI) model, which posits that poor health and well-being may result from imbalances between the level of effort employees perceive that they put into their work and the rewards they receive. The model has not been used in qualitative research or applied to investigate primary care physicians’ working conditions. The aim of this study was to apply the ERI model to explore the perceived efforts and rewards by primary care physicians in Sweden and approaches they take to cope with potential imbalances between these efforts and rewards.Methods: The study has a qualitative design, using semi-structured interviews. A purposeful sampling strategy was used to achieve a heterogeneous sample of primary care physicians who represented a broad spectrum of experiences and perceptions. We recruited 21 physicians; 15 were employed in public health care and 6 by private health care companies.Results: The analysis of the interviews yielded 11 sub-categories: 6 were mapped to the efforts category, 3 were attributed to the rewards category and 2 were approaches to coping with effort/reward imbalances. Many of the statements concerned efforts in the form of high workload, restricted autonomy and administrative work burden. They also perceived resource restrictions, unpredictability of work and high expectations in their role as physicians as efforts. Three reward factors emerged; the physicians found their job to be stimulating and meaningful, and the work climate to be supportive. The physicians coped with imbalances by means of job enrichment and using decisional latitude.Conclusions: This study of primary care physicians suggests a lack of reciprocity in terms of high costs and low gains, providing a plausible explanation for work stress and associated consequences that have been shown in previous primary care research. We found the ERI model to be useful to explore physicians’ primary care work and working conditions and to identify effort and reward factors as well as approaches to managing effort/reward imbalances of relevance for their job satisfaction.

scholarly journals Work stress, migration background and risk of long-term sickness absence in Denmark

2019 ◽  
Vol 29 (Supplement_4) ◽  
Author(s):  
R Rugulies ◽  
J K Sørensen ◽  
I E H Madsen ◽  
M Nordentoft ◽  
K Sørensen ◽  
...  
Keyword(s):  
Sickness Absence ◽  
Work Stress ◽  
Migration Background ◽  
Self Report ◽  
Increased Risk ◽  
Effort Reward Imbalance ◽  
Reward Imbalance ◽  
Prevention Activities

Abstract Background Work stress may increase risk of long-term sickness absence, but little is known if this association differs by migration background. In this study, we examined the prospective association between effort-reward imbalance at work and risk of long-term sickness absence in individuals with and without migration background in the Danish workforce. Methods We included 59,468 respondents from a nationwide survey on work and health, 3,226 with a migration background (immigrants or first generation descendants of immigrants) and 56,242 without a migration background. Effort-reward imbalance was assessed by self-report. Migration background and long-term sickness absence (spells ≥6 weeks) were assessed by national register data. Using Cox regression, we estimated the association between effort-reward imbalance and onset of long-term sickness absence during 12 months follow-up separately for participants with and without a migration background, adjusted for age, sex, education and previous long-term sickness absence. Results The effort-reward imbalance score at baseline was similar for respondents with and without a migration background. The hazard ratio for long-term sickness absence during follow-up per 1 standard deviation increment in effort-reward imbalance at baseline was 1.26 (95% CI: 1.16-1.37) and 1.16 (95% CI: 1.13-1.20) for respondents with and without a migration background, respectively. Conclusions Work stress, measured by effort-reward imbalance, is associated with an increased risk of long-term sickness absence in workers with and without a migration background in Denmark. Although the estimate was higher in workers with a migration background, confidence intervals overlapped indicating that associations were similar in both groups. The results suggest that prevention activities on effort-reward imbalance and long-term sickness absence should not be prioritized by migration background but should be offered to the whole workforce. Key messages Work stress, measured by effort-reward imbalance, is associated with an increased risk of long-term sickness absence in workers with and without a migration background in Denmark. The results suggest that prevention activities on effort-reward imbalance and long-term sickness absence activities should be offered to the whole workforce.

scholarly journals Academic Deans: Perceptions of Effort-Reward Imbalance, Over-Commitment, Hardiness, and Burnout

2019 ◽  
Vol 8 (4) ◽  
pp. 124 ◽  
Author(s):  
Kenneth M. Coll ◽  
Spencer G. Niles ◽  
Kathryn A. Coll ◽  
Charles P. Ruch ◽  
Roger A. Stewart
Keyword(s):  
Higher Education ◽  
Maslach Burnout Inventory ◽  
Well Being ◽  
Academic Deans ◽  
Financial Resources ◽  
Resilience Scale ◽  
Clear Vision ◽  
Effort Reward Imbalance ◽  
Reward Imbalance ◽  
Related Stress

This study explored challenges and stressors facing academic deans within higher education.  The study analyzed, via step-wise multiple regression, the degree to which current challenges and related stress were associated with the well-being measures of effort-reward imbalance and over-commitment as measured by the Effort/Reward Imbalance scale (ERI); hardiness, as measured by the Dispositional Resilience Scale (DRS); and aspects of burnout, as measured by the Maslach Burnout Inventory (MBI).  Results indicated that the stress related to certain challenges (e.g., balancing financial resources, creating a clear vision, promoting change) have particularly powerful influences on aspects of work well-being. Implications and recommendations are included.

scholarly journals The Causal Structure of the Effort-Reward Imbalance Model and Absenteeism in a Cohort Study of German Employees

2021 ◽  
Author(s):  
Diego Montano ◽  
Richard Peter
Keyword(s):  
Cohort Study ◽  
Sick Leave ◽  
Causal Structure ◽  
Educational Status ◽  
Sickness Absenteeism ◽  
Effort Reward Imbalance ◽  
Health Related ◽  
Reward Imbalance ◽  
High Effort

AbstractThe present study contributes to previous research by assessing the validity of the causal structure of the Effort-Reward Imbalance model in relation to the psychosocial mechanisms involved in sickness absenteeism. To this end, data from the German Cohort Study on Work, Age, Health and Work Participation are analysed (lidA Study, n = 6,270). The main hypotheses concerning short- and long-term sick-leave rates are investigated with six hurdle regression models. The results suggest that a high effort-reward imbalance, and high efforts and low rewards at work are associated with an increasing likelihood of sick leave. However, the combination of high effort-reward imbalance and high overcommitment was associated with lower sick-leave rates, in contradiction to the hypothesis postulating cumulative adverse effects of increased effort-reward imbalance and high overcommitment on health-related outcomes. Long-term sick-leave rates among workers of higher occupational and educational status were substantially lower in comparison to those among workers of lower status categories. Even though most hypotheses of the Effort-Reward Imbalance model are suitable for explaining the patterns of absenteeism in this sample, the results point to more complex motivational processes and socioeconomic characteristics of employees moderating and mediating the associations between perceived efforts and rewards at work and absenteeism.

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