scholarly journals 1516 Psychological distress, effort-reward imbalance and work-family interactions in ecuadorian petroleum workers

2018 ◽  
Author(s):  
Manuel Parra ◽  
Nury Karina Cabal ◽  
Katja Radon ◽  
Denisse Carvalho
Keyword(s):  
Psychological Distress ◽  
Family Interactions ◽  
Effort Reward Imbalance ◽  
Reward Imbalance ◽  
Work Family

scholarly journals IMPACT OF EFFORT-REWARD IMBALANCE ON PSYCHOLOGICAL DISTRESS IN JAPANESE CARE STAFF

2017 ◽  
Vol 1 (suppl_1) ◽  
pp. 1107-1107
Author(s):  
A. Honda ◽  
Y. Date ◽  
S. Maeta ◽  
S. Honda
Keyword(s):  
Psychological Distress ◽  
Care Staff ◽  
Effort Reward Imbalance ◽  
Reward Imbalance

Effort-Reward Imbalance, Overcommitment, and Psychological Distress in Canadian Police Officers

2007 ◽  
Vol 100 (2) ◽  
pp. 525-530 ◽  
Author(s):  
B. L. Janzen ◽  
Nazeem Muhajarine ◽  
Tong Zhu ◽  
I. W. Kelly
Keyword(s):  
Psychological Distress ◽  
Sex Education ◽  
Police Officers ◽  
Ordinary Least Squares ◽  
Occupational Group ◽  
Least Squares Regression ◽  
Dependent Variables ◽  
Effort Reward Imbalance ◽  
Reward Imbalance ◽  
The Relationship

The purpose of the present study was to examine the relationship among Effort, Reward, and Overcommitment dimensions of Siegrist's Effort-Reward Imbalance Model and Psychological Distress in a sample of 78 Canadian police officers. Ages of respondents ranged between 24 and 56 years ( M = 36.1, SD=8.0). 30% of respondents had been in policing for 16 years or more, 24% between 6 and 15 years, and 44% for 5 years or less. Ordinary least-squares regression was used to evaluate the relationship between the independent and dependent variables. After adjusting for age, sex, education, and marital status, higher levels of Effort-Reward Imbalance and Overcommitment were associated with greater Psychological Distress. Present findings support the utility of the model in this particular occupational group and add to the increasing literature suggesting association of Effort-Reward Imbalance, Overcommitment, and reduced mental health.

Effort-Reward Imbalance at Work and Psychological Distress

2011 ◽  
Vol 73 (6) ◽  
pp. 448-455 ◽  
Author(s):  
Corine Aboa-Éboulé ◽  
Chantal Brisson ◽  
Caty Blanchette ◽  
Elizabeth Maunsell ◽  
Renée Bourbonnais ◽  
...  
Keyword(s):  
Psychological Distress ◽  
Effort Reward Imbalance ◽  
Reward Imbalance

The combined effects of job demand and control, effort-reward imbalance and work-family conflicts on the risk of major depressive episode: a 4-year longitudinal study

2017 ◽  
Vol 75 (1) ◽  
pp. 6-11 ◽  
Author(s):  
Yeshambel T Nigatu ◽  
JianLi Wang
Keyword(s):  
Major Depression ◽  
Combined Effects ◽  
Working Population ◽  
Family Conflicts ◽  
Work Related ◽  
Job Demand ◽  
Effort Reward Imbalance ◽  
Reward Imbalance ◽  
Work Family ◽  
And Control

PurposeWork-related psychosocial factors may precipitate the onset of depression. In occupational mental health research, there are three widely used theoretical models, namely, job demand and control (JD-C), effort-reward imbalance (ERI) and work-family conflicts (WFC). However, the interaction between these models and their combined effect on the risk of major depression in the workplace is largely unknown. The aim of this study is to examine the longitudinal combined effects of JD-C, ERI and WFC on the risk of major depression in the working population.MethodsLongitudinal data (2008-2013) were collected on randomly selected participants (n=4200) from the working population of the province of Alberta, Canada, at baseline and 1-, 2-, 3- and 4-year follow-up. Data about JD-C, ERI, WFC and major depression were collected by trained interviewers using a computer-assisted telephone interviewing method. Generalised estimating equations for longitudinal modelling were used.ResultsThere was an independent association between high ERI and high WFC at tx and major depression at tx+1 (OR 1.56, 95% CI 1.25 to 1.96; OR 1.33, 95% CI 1.16 to 1.52), respectively. The combined effects of JD-C and ERI, ERI and WFC, and WFC and JD-C on the risk of major depression were as follows: OR 1.71, 95% CI 1.22 to 2.42, OR 2.47, 95% CI 1.99 to 3.49 and OR 2.21, 95% CI 1.48 to 3.30, respectively. The relative excess risks attributable to the interactions were statistically non-significant.ConclusionsWork-related psychosocial factors are associated with increased risk of major depression over time, but their combined effect is not synergistic. The effects of the factors depicted in the three occupational health models on the risk of major depression appear to be additive.

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

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.

scholarly journals The Factors Influencing Job Burnout Among Coal Miners in Xinjiang Uygur Autonomous Region,China: a Cross-Sectional Study

2021 ◽  
Author(s):  
Huijun Deng ◽  
Xinnan Li ◽  
Xieerwaniguli Abulimiti ◽  
Zulipinu Mutailifu ◽  
Shuaiyin Zheng ◽  
...  
Keyword(s):  
Family Conflict ◽  
Cross Sectional Study ◽  
Job Burnout ◽  
Work Family Conflict ◽  
Coal Miners ◽  
Cross Sectional ◽  
Effort Reward Imbalance ◽  
Reward Imbalance ◽  
Years Of Service ◽  
Work Family

Abstract Background: Coal miners are prone to burnout symptoms due to their special working environment. There are no studies on the correlation between job burnout and occupational stress, effort-reward imbalance, and work-family-conflict.Methods: In this cross-sectional study, 1,346 coal miners were selected from 5 coal mining companies using stratified cluster sampling method. The Chinese version of the Job Burnout Scale, Job Content Questionnaire (JCQ), Effort-Reward Inventory (ERI), and Working-Family-Conflict Scale were used to collect data from the coal miners. Correlation analysis and logistic regression methods were used to explore the factors affecting job burnout. Results: coal miners with different genders, ages, years of service, shift system, marital status, and type of work have different total scores and levels of job burnout (P<0.05). The effort-reward imbalance is associated with age, years of service, shift system and marital status (P<0.05). The occupational stress scores of coal miners of different genders, years of service, education, shift system and monthly income were different. Different shift systems, types of work, and work-family conflict scores were also different. The various dimensions of job burnout have varying degrees of correlation with the JCQ, ERI, and Working-Family-Conflict dimensions.Age, work demands, effort, work-family conflict and work-family conflict are risk factors for job burnout, and work autonomy is the protective factor. Conclusions:The detection rate of job burnout in coal miners in Xinjiang Uygur Autonomous Region is relatively high. Age, work demands, effort, and work-family conflict increase the incidence of job burnout, while work autonomy reduces job burnout.

Psychosoziale Merkmale der Arbeit, Überforderungserleben und Depressivität

2008 ◽  
Vol 52 (4) ◽  
pp. 191-203 ◽  
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.

Relationships Between Bidirectional Work-Family Interactions and Psychological Well-Being

2014 ◽  
Vol 13 (2) ◽  
pp. 87-96 ◽  
Author(s):  
Xi-Chao Zhang ◽  
Oi Ling Siu ◽  
Jing Hu ◽  
Weiwei Zhang
Keyword(s):  
Family Conflict ◽  
Structural Equation ◽  
Time Lag ◽  
Well Being ◽  
Equation Modeling ◽  
Family Interactions ◽  
Work Family Conflict ◽  
Psychological Well Being ◽  
Direct Model ◽  
Work Family

This study investigated the direct, reversed, and reciprocal relationships between bidirectional work-family conflict/work-family facilitation and psychological well-being (PWB). We administered a three-wave questionnaire survey to 260 married Chinese employees using a time lag of one month. Cross-lagged structural equation modeling analysis was conducted and demonstrated that the direct model was better than the reversed causal or the reciprocal model. Specifically, work-to-family conflict at Time 1 negatively predicted PWB at Time 2, and work-to-family conflict at Time 2 negatively predicted PWB at Time 3; further, work-to-family facilitation at Time 1 positively predicted PWB at Time 2. In addition, family-to-work facilitation at Time 1 positively predicted PWB at Time 2, and family-to-work conflict at Time 2 negatively predicted PWB at Time 3.

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