scholarly journals The Impact of Individual Variables on perceived effort-reward imbalance and fatigue need for recovery in industrial firefighters

2018 ◽  
Vol 5 (3) ◽  
pp. 1-9 ◽  
Author(s):  
Hamid Saeidnia ◽  
Mohammad Babamiri ◽  
Alireza mortezapour ◽  
Omid Kalatpour ◽  
Alireza Soltanian
Keyword(s):  
Need For Recovery ◽  
Perceived Effort ◽  
Effort Reward Imbalance ◽  
Reward Imbalance ◽  
Individual Variables ◽  
The Impact

The Impact of Effort-Reward Imbalance and Learning Motivation on Teachers' Sickness Absence

2012 ◽  
Vol 29 (1) ◽  
pp. 14-21 ◽  
Author(s):  
Hanne Derycke ◽  
Peter Vlerick ◽  
Bart Van de Ven ◽  
Isabel Rots ◽  
Els Clays
Keyword(s):  
Sickness Absence ◽  
Learning Motivation ◽  
Effort Reward Imbalance ◽  
Reward Imbalance ◽  
The Impact

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.

scholarly journals The Impact of Effort-reward Imbalance on Quality of Life among Japanese Working Men

2008 ◽  
Vol 46 (3) ◽  
pp. 217-222 ◽  
Author(s):  
Mayumi WATANABE ◽  
Katsutoshi TANAKA ◽  
Yutaka ARATAKE ◽  
Noritada KATO ◽  
Yumi SAKATA
Keyword(s):  
Quality Of Life ◽  
Effort Reward Imbalance ◽  
Reward Imbalance ◽  
The Impact

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 Effort-Reward-Imbalance, Burnout, and Depression Among Psychiatrists 2006 and 2016-Changes After a Legislative Intervention

2021 ◽  
Vol 12 ◽  
Author(s):  
Petra Beschoner ◽  
Jörn von Wietersheim ◽  
Marc N. Jarczok ◽  
Maxi Braun ◽  
Carlos Schönfeldt-Lecuona ◽  
...  
Keyword(s):  
Mental Health ◽  
Working Hours ◽  
Workplace Stress ◽  
Stress Factors ◽  
Effective Prevention ◽  
Health Indices ◽  
Effort Reward Imbalance ◽  
Reward Imbalance ◽  
Related Stress ◽  
The Impact

Background: Physicians, especially psychiatrists, have a high risk of job-related stress, and mental impairment. In our study we examined changes in private and occupational stress factors and mental health within a decade. The legislative reduction of physicians' working hours in Germany during this period made it possible to investigate the impact of working hours in particular.Methods: Questionnaires were administered at two psychiatrist meetings (2006 and 2016) about job and family situation, depressiveness, burnout and effort-reward imbalance. A total of N = 1,797 datasets were analyzed.Results: Working hours and free weekends were associated with mental health indices. Correlation analyses showed that a reduction in weekly working hours and working days at weekends was related to reduced scores for effort-reward-imbalance, burnout and depression.Conclusions: Our data show changes in workplace stress and mental health in psychiatrists in a decade in which a reduction in working hours has been required by law. These results can provide indications of effective prevention strategies in the professional context of physicians working in psychiatry.

scholarly journals The Impact of Workload-related Factors on the Effort-Reward Imbalance in Various Working Groups at a Gas refinery Complex

2019 ◽  
Vol 5 (4) ◽  
pp. 165-171
Author(s):  
Ahmad Mirzaei ◽  
Mostafa Shahmohammadi ◽  
Fazel Rajabi ◽  
Rasoul Mirzaei ◽  
Abdolsattar Zare ◽  
...  
Keyword(s):  
Related Factors ◽  
Effort Reward Imbalance ◽  
Working Groups ◽  
Reward Imbalance ◽  
The Impact ◽  
Gas Refinery

scholarly journals Occupational Psychosocial Risks of Health Professionals

2021 ◽  
Vol 319 ◽  
pp. 01068
Author(s):  
Mohammed Amine Lafraxo ◽  
Mohammed Ouadoud ◽  
Youssef El Madhi ◽  
Abdelmajid Soulaymani
Keyword(s):  
Information And Communication Technologies ◽  
Communication Technologies ◽  
Burnout Syndrome ◽  
Cross Sectional ◽  
Psychosocial Risks ◽  
Perceived Effort ◽  
Professional Characteristics ◽  
Effort Reward Imbalance ◽  
Information And Communication ◽  
Reward Imbalance

This study aimed to evaluate the Effort-Reward Imbalance among nurses and its association with burnout syndrome. This is an observational study of a cross-sectional type. A self-administered survey was used to collect the socio-demographic and professional characteristics. The Siegrist Effort-Reward Imbalance scale to measure the psychosocial risks and the Copenhagen Burnout Inventory to assess burnout. The results indicate that the level of burnout is moderate [patient-related burnout (2.77±0.95), general burnout (3.00±0.67)], but there is an imbalance between the efforts and rewards received by nurses (1.50±0.51). The indices calculated by Cronbach’s alpha are very important for effort (α=0.79), and reward (α=0.75). The results raise questions about the importance of a better understanding of the effect of psychosocial risks on health through perceived effort/reward. The use of information and communication technologies to accurately identify psychosocial risks at work is recommended.

The Organizational Work Factorsʼ Effect on Mental Health Among Hospital Workers Is Mediated by Perceived Effort–Reward Imbalance

2013 ◽  
Vol 55 (7) ◽  
pp. 809-816 ◽  
Author(s):  
Sébastien Lamy ◽  
Régis De Gaudemaris ◽  
Benoit Lepage ◽  
Annie Sobaszek ◽  
Sandrine Caroly ◽  
...  
Keyword(s):  
Mental Health ◽  
Hospital Workers ◽  
Perceived Effort ◽  
Effort Reward Imbalance ◽  
Organizational Work ◽  
Reward Imbalance

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.

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