The Role of Effort–Reward Imbalance for Reservists on a Military Deployment

AbstractThe aims of this study were to investigate the associations between work stress defined by the effort–reward imbalance (ERI) model and diet quality and to examine the potential role of over-commitment (OC) personality in ERI–diet relationships. A cross-sectional study was conducted in random population samples of 6340 men and 5792 women (age 45–69 years) from the Czech Republic, Russia and Poland. Dietary data were collected using FFQ. The healthy diet indicator (HDI) was constructed using eight nutrient/food intakes (HDI components) to reflect the adherence to WHO dietary guideline. The extent of imbalance between effort and reward was measured by the effort:reward (ER) ratio; the effort score was the numerator and the reward score was multiplied by a factor adjusting for unequal number of items in the denominator. Logistic regression and linear regression were used to assess the associations between exposures (ER ratio and OC) and outcomes (HDI components and HDI) after adjustment for confounders and mediators. The results showed that high ER ratio and high OC were significantly associated with unhealthy diet quality. For a 1-sd increase in the ER ratio, HDI was reduced by 0·030 and 0·033 sd in men and women, and for a 1-sd increase in OC, HDI was decreased by 0·036 and 0·032 sd in men and women, respectively. The modifying role of OC in ERI–diet relationships was non-significant. To improve diet quality at workplace, a multiple-level approach combining organisational intervention for work stress and individual intervention for vulnerable personality is recommended.

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PERSON-ORGANIZATION FIT DAN EMPLOYEE ENGAGEMENT: PERAN MODERASI EFFORT REWARD IMBALANCE

JPPP - Jurnal Penelitian dan Pengukuran Psikologi ◽

10.21009/jppp.072.06 ◽

2018 ◽

Vol 7 (2) ◽

pp. 92-97

Author(s):

Ade Purnamasari ◽

Alice Salendu

Keyword(s):

Employee Engagement ◽

Quantitative Method ◽

Online Survey ◽

High School Degree ◽

Effort Reward Imbalance ◽

Reward Imbalance ◽

Person Organization Fit ◽

The Relationship ◽

Moderating Role

The present study is aimed at examining the moderating role of effort-reward imbalance (ERI) in the relationship between person-organization fit (PO-Fit) and employee engagement (n = 115). Specifically, this study proposed that a higher ratio in ERI leads the employee to decrease their engagement even when they feel compatible with the organization. Sampling was done through accidental method to employee minimum having high school degree and at least work 1 year in the same organization. A quantitative method was employed and data was collected through an online survey. The study used the ERI Scale constructed by Siegrist, P-O fit Scale constructed by Lee and Wu. Meanwhile, employee engagement scale was develop based on Shuck et al. theories. Testing for moderation effects is done by using Process v2.16.3 tools from Andrew F. Hayes model 1. The results show that ERI negatively moderates the relationship, such that the relationship between person-organization fit and employee engagement is decreasing when employee feel imbalance with the effort they give and reward they receive.

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The Moderating Role of Self-Esteem on the Effect of Effort-Reward Imbalance on Recovery -- A Diary Study

PsycEXTRA Dataset ◽

10.1037/e572992012-033 ◽

2010 ◽

Author(s):

L. L. Meier ◽

N. K. Semmer

Keyword(s):

Self Esteem ◽

Diary Study ◽

Effort Reward Imbalance ◽

Reward Imbalance ◽

Moderating Role

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Testing the effort-reward imbalance model among Finnish managers: The role of perceived organizational support.

Journal of Occupational Health Psychology ◽

10.1037/1076-8998.13.2.114 ◽

2008 ◽

Vol 13 (2) ◽

pp. 114-127 ◽

Cited By ~ 81

Author(s):

Ulla Kinnunen ◽

Taru Feldt ◽

Anne Mäkikangas

Keyword(s):

Organizational Support ◽

Perceived Organizational Support ◽

Effort Reward Imbalance ◽

Reward Imbalance

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Effort-reward imbalance at work: the role of job satisfaction

Personnel Review ◽

10.1108/pr-08-2016-0218 ◽

2018 ◽

Vol 47 (2) ◽

pp. 319-333 ◽

Cited By ~ 2

Author(s):

Dwayne Devonish

Keyword(s):

Mental Health ◽

Job Satisfaction ◽

Turnover Intentions ◽

Full Time ◽

Mediation Model ◽

Content Type ◽

Effort Reward Imbalance ◽

Reward Imbalance ◽

The Relationship

Purpose The purpose of this paper is to examine the mediating role of job satisfaction in the relationship between effort-reward imbalance (ERI) and burnout, turnover intentions, and mental health. Design/methodology/approach Based on a sample of 323 full-time employees in the small developing country in the Caribbean, this survey study tested a mediation model with job satisfaction depicting the relationship between ERI and various outcome variables. The model was compared to a partial mediation model. Findings The structural equation modelling (SEM) results revealed that the partial mediating model was superior to the full mediation model, suggesting that job satisfaction plays only a partial role in mediating the relationships between ERI and burnout, turnover intentions, and mental health. Research limitations/implications The study presents a cross-sectional approach to model testing but the study controlled for CMV statistically using the common latent factor approach within latent SEM procedures. Practical implications Organisations should ensure that employees’ efforts are appropriately and fairly rewarded as a means of reducing negative ERIs which can have adverse consequences on the physical and mental health of employees. Originality/value Using latent SEM procedures and statistical controls for CMV, the study examined job satisfaction as a potential mediator in a popular stressor-strain model.

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Illegitimate Tasks and Employees’ Turnover Intention: A Serial Mediation Model

Frontiers in Psychology ◽

10.3389/fpsyg.2021.739593 ◽

2021 ◽

Vol 12 ◽

Author(s):

Xiaoye Zeng ◽

Yafu Huang ◽

Shouying Zhao ◽

Lianping Zeng

Keyword(s):

Family Conflict ◽

Turnover Intention ◽

Cultural Context ◽

Attrition Rate ◽

Intention To Quit ◽

Work Family Conflict ◽

Effort Reward Imbalance ◽

Reward Imbalance ◽

Work Family

In the historical and cultural context of developing countries, such as China, illegitimate tasks have become an important source of workplace pressure for employees. Guided by the framework of the stress-as-offense-to-self theory, we explored how illegitimate tasks increase turnover intention. A total of 474 employees from China effectively completed the online survey. The results showed a positive correlation between illegitimate tasks, effort–reward imbalance, work–family conflict, and turnover intention. Illegitimate tasks can affect intention to quit directly and through two indirect paths: the separate intermediary effect of work–family conflict and the continuous mediating role of effort–reward imbalance and work–family conflict. The results indicate that illegitimate tasks increase employees’ intention to quit through the role of effort–reward imbalance and work–family conflict. This study contributes to our understanding of the mechanisms underlying the relationship between illegitimate tasks and workers’ turnover intention in the context of Chinese history and culture. Additionally, the findings have implications for reducing attrition rate.

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