scholarly journals 774The appropriateness of the Effort-Reward Imbalance ratio for investigating musculoskeletal symptoms

2021 ◽  
Vol 50 (Supplement_1) ◽  
Author(s):  
Jessica Stanhope ◽  
Philip Weinstein
Keyword(s):  
Occupational Stress ◽  
Musculoskeletal Symptoms ◽  
Musculoskeletal Symptom ◽  
Short Version ◽  
Professional Musicians ◽  
Perceived Effort ◽  
Effort Reward Imbalance ◽  
Reward Imbalance ◽  
The Individual ◽  
Eri Model

Abstract Background Effort-reward imbalance (ERI), an indicator of occupational stress, can provide valuable insights into musculoskeletal symptom (MSS) outcomes for workers. The ERI ratio is typically used in analysis, rather than the effort and reward variables individually, or the reward sub-scales (promotion opportunities, job security and esteem). The appropriateness of this approach has not been investigated. We were interested in the association between the ERI ratio and its components (e.g. effort, promotion opportunities), and MSS outcomes (the presence of any MSSs, and a range of consequences) in professional musicians. Methods Employed, professional musicians completed a questionnaire that included the short version of the Effort-Reward Imbalance questionnaire, and questions regarding their MSSs. Regressions were performed to determine the association between the ERI ratio and other ERI components, and MSS outcomes. Results The ERI ratio was associated with a number of MSS outcomes, including chronic MSSs and MSSs that impaired playing, however this relationship appeared to be driven by increased perceived effort, not by reward. Conclusions Our findings highlight the need to investigate the individual ERI components (e.g. subscales), rather than just the ERI ratio, when investigating the association between occupational stress and MSS outcomes. By doing so, more targeted recommendations can be made, which for musicians include reducing their perceived effort to lower their MSS burden. Key messages Studies investigating the association between occupational stress and MSS outcomes should investigate the individual components and subscales of the ERI model.

An application of an extended effort-reward imbalance model to police absenteeism behaviour

2016 ◽  
Vol 45 (4) ◽  
pp. 663-680 ◽  
Author(s):  
Amanda Allisey ◽  
John Rodwell ◽  
Andrew Noblet
Keyword(s):  
Reward Systems ◽  
Longitudinal Assessment ◽  
Content Type ◽  
Employee Recognition ◽  
Perceived Effort ◽  
Effort Reward Imbalance ◽  
Worker Absenteeism ◽  
Reward Imbalance ◽  
The Relationship ◽  
Social Rewards

Purpose – Frequent absences from work can be highly disruptive, whilst also potentially indicating problematic working conditions that can lead to increased withdrawal behaviour. The purpose of this paper is to test the predictive capability of an expanded effort-reward imbalance model on employee absenteeism within the context of policing. Design/methodology/approach – Three separate reward systems are identified by the effort-reward imbalance model. In this study, the authors assessed these individual components for their contribution to officer withdrawal behaviour in the form of absenteeism frequency. Data were gathered from a sample of operational officers (n=553) within a large Australian police agency. Findings – Findings indicate that there was a strong influence of social rewards such as social support and recognition in the workplace on officer absenteeism rates. Low workload was associated with a higher frequency of absenteeism suggesting a potential underloading effect. There were a number of significant interactions providing support for the effort-reward imbalance mechanism and the separation of the reward construct. Security rewards were particularly influential and significantly moderated the relationship between effort and absenteeism. Research limitations/implications – Differential effects of occupational rewards were identified in the study, indicating that there are significant opportunities for expansion of the effort-reward imbalance model along with opportunities for HRM practitioners in terms of employee recognition and remuneration programmes. This research was focused on a specific sample of operational officers, therefore should be expanded to include multiple occupational groups. Originality/value – This paper considers and expanded model of worker strain and contributes a longitudinal assessment of the association between perceived effort and reward systems and worker absenteeism.

Stress of underworked and overpaid

2016 ◽  
Vol 24 (6) ◽  
pp. 18-20
Author(s):  
Brian Beal
Keyword(s):  
Reward Systems ◽  
Longitudinal Assessment ◽  
Content Type ◽  
Perceived Effort ◽  
Withdrawal Behavior ◽  
Effort Reward Imbalance ◽  
Worker Absenteeism ◽  
Reward Imbalance ◽  
The Relationship ◽  
Social Rewards

Purpose Frequent absences from work can be highly disruptive, while also potentially indicating problematic working conditions that can lead to increased withdrawal behavior. The purpose of this paper is to test the predictive capability of an expanded effort-reward imbalance model on employee absenteeism within the context of policing. Design/methodology/approach Three separate reward systems are identified by the effort-reward imbalance model. In this study, the authors assessed these individual components for their contribution to officer withdrawal behavior in the form of absenteeism frequency. Data were gathered from officers within a large Australian police agency. Findings Findings indicate that there was a strong influence of social rewards, such as social support and recognition in the workplace on officer absenteeism rates. Low workload was associated with a higher frequency of absenteeism, suggesting a potential underloading effect. There were a number of significant interactions providing support for the effort-reward imbalance mechanism and the separation of the reward construct. Security rewards were particularly influential and significantly moderated the relationship between effort and absenteeism. Originality/value This paper considers an expanded model of worker strain and contributes a longitudinal assessment of the association between perceived effort and reward systems and worker absenteeism.

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.

Psychometric Behavior of the Short Version of Effort-Reward Imbalance Questionnaire in a Sample of 395 Mexican Teachers

2016 ◽  
Vol 6 (4) ◽  
Author(s):  
García-Arreola Oscar ◽  
Unda-Rojas Sara ◽  
Hernández-Toledano Rosa Alejandra ◽  
Tovalin-Ahumada Horacio
Keyword(s):  
Short Version ◽  
Effort Reward Imbalance ◽  
Reward Imbalance

scholarly journals The Use of Parsimonious Questionnaires in Occupational Health Surveillance: Psychometric Properties of the Short Italian Version of the Effort/Reward Imbalance Questionnaire

2012 ◽  
Vol 2012 ◽  
pp. 1-7 ◽  
Author(s):  
Nicola Magnavita ◽  
Sergio Garbarino ◽  
Johannes Siegrist
Keyword(s):  
Job Satisfaction ◽  
Occupational Health ◽  
Psychometric Properties ◽  
Internal Consistency ◽  
Health Surveillance ◽  
Short Version ◽  
Musculoskeletal Complaints ◽  
Effort Reward Imbalance ◽  
Reward Imbalance ◽  
Occupational Health Surveillance

Purpose. To perform a parsimonious measurement of workplace psychosocial stress in routine occupational health surveillance, this study tests the psychometric properties of a short version of the original Italian effort-reward imbalance (ERI) questionnaire.Methods. 1,803 employees (63 percent women) from 19 service companies in the Italian region of Latium participated in a cross-sectional survey containing the short version of the ERI questionnaire (16 items) and questions related to self-reported health, musculoskeletal complaints and job satisfaction. Exploratory factor analysis, internal consistency of scales and criterion validity were utilized.Results. The internal consistency of scales was satisfactory. Principal component analysis enabled to identify the model’s main factors. Significant associations with health and job satisfaction in the majority of cases support the notion of criterion validity. A high score on the effort-reward ratio was associated with an elevated odds ratio (OR = 2.71; 95% CI 1.86–3.95) of musculoskeletal complaints in the upper arm.Conclusions. The short form of the Italian ERI questionnaire provides a psychometrically useful tool for routine occupational health surveillance, although further validation is recommended.

scholarly journals Occupational Stress in Spanish Police Officers: Validating the Effort-Reward Imbalance Questionnaire

2021 ◽  
Vol 18 (4) ◽  
pp. 1393
Author(s):  
Lourdes Luceño-Moreno ◽  
Beatriz Talavera-Velasco ◽  
Marian Jaén-Díaz ◽  
Jesús Martín-García
Keyword(s):  
Occupational Stress ◽  
Job Stress ◽  
Police Officers ◽  
Cross Sectional Study ◽  
Cross Sectional ◽  
Confirmatory Factor ◽  
Effort Reward Imbalance ◽  
Valid Instrument ◽  
Reward Imbalance ◽  
The Mean

The Effort-Reward Imbalance Questionnaire (hereinafter, ERIQ) has been largely used worldwide to assess job stress, but it has not yet been applied in Spanish police. The objective of this study was to examine the construct validity and the internal consistency of the ERIQ in police officers. A cross-sectional study was carried out, using a nonprobability sampling (quota). A total of 217 Spanish police officers participated, 192 men (88.47%) and 25 women (11.53%). The mean age was 41 years (SD = 7.51). These police officers completed the ERIQ together with some other questionnaires (DECORE-21, MBI, GHQ and STAI) in order to provide evidence for validity based on the relationships to other constructs. A confirmatory factor analysis was performed and a matrix of correlations with the rest of constructs was created. The results showed an appropriate fit to the original model consisting of three scales. In addition, the scales of the ERIQ presented the expected relationship with the other constructs. The ERIQ is a valid instrument for assessing occupational stress in Spanish police officers and can improve the interventions in this professional group.

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