scholarly journals Effort–Reward Imbalance at Work and Drug Misuse: Evidence from a National Survey in the U.S.

2021 ◽  
Vol 18 (24) ◽  
pp. 13334
Author(s):  
Jian Li ◽  
Timothy A. Matthews ◽  
Liwei Chen ◽  
Marissa Seamans ◽  
Constanze Leineweber ◽  
...  
Keyword(s):  
Internal Consistency Reliability ◽  
The United States ◽  
National Sample ◽  
Drug Misuse ◽  
Single Type ◽  
Multiple Drug ◽  
Opioid Misuse ◽  
Cross Sectional ◽  
Effort Reward Imbalance ◽  
Reward Imbalance

With the rise of drug misuse among workers in recent years, preliminary research on potential risk factors in the workplace of single-type of drug misuse has been reported. This is the first study to examine cross-sectional associations of work stress, in terms of effort–reward imbalance, with multiple drug misuse (including any drug misuse, opioid misuse, sedatives misuse, cannabis misuse, and other drug misuse) during the past 12 months in a national sample of U.S. workers. Data of 2211 workers were derived from the nationally representative and population-based Midlife in the United States (MIDUS) study. Internal consistency reliability and factorial validity of a 17-item effort–reward imbalance measure were robust and satisfactory. After adjustment for relevant covariates, logistic regression analyses showed that workers experiencing effort–reward imbalance at work had significantly higher odds of any drug misuse (OR and 95% CI = 1.18 (1.03, 1.37)), especially opioid misuse (OR and 95% CI = 1.35 (1.07, 1.69)) and other drug misuse (OR and 95% CI = 1.36 (1.01, 1.83)). The findings suggest that a stressful work environment may act as a determinant of drug misuse, and further prospective evidence is needed.

Effort-Reward Imbalance and Post-Traumatic Stress After a Workplace Terror Attack

2016 ◽  
Vol 10 (2) ◽  
pp. 219-224
Author(s):  
Camilla Hem ◽  
Morten Birkeland Nielsen ◽  
Marianne Bang Hansen ◽  
Trond Heir
Keyword(s):  
Traumatic Stress ◽  
Terrorist Attack ◽  
Work Conditions ◽  
Post Traumatic Stress ◽  
Cross Sectional ◽  
Extra Effort ◽  
Increased Risk ◽  
Effort Reward Imbalance ◽  
Post Traumatic ◽  
Reward Imbalance

AbstractObjectiveFollowing adverse work conditions, health consequences can be explained by an imbalance between the effort made and the reward received. We investigated the association between extra effort, perceived reward, and post-traumatic stress disorder (PTSD). The Effort-Reward Imbalance Model was used to examine whether extra effort at work in the aftermath of a workplace-related terrorist attack affected the risk of PTSD and the effects of reward for extra effort from a leader or colleagues.MethodsCross-sectional data were collected 10 months after a terrorist attack in Norway in 2011. Out of 3520 Ministry employees invited, 1927 agreed to participate. Employees reported any extra effort performed as a result of the bomb explosion and any reward received from a leader or colleagues. PTSD was assessed with the PTSD Checklist.ResultsEmployees who reported extra effort displayed increased risk for PTSD (odds ratio [OR]=1.71, 95% confidence interval [CI]: 1.15-2.55, P=0.008). Perceived reward for extra effort from a leader was associated with lower risk for PTSD (OR=0.39, 95% CI: 0.23-0.64, P<0.001) but not perceived reward from colleagues.ConclusionsExtra effort may increase the risk of PTSD, but reward from a leader may mitigate this effect. The Effort-Reward Imbalance Model appears to be an appropriate approach that may contribute to understanding of the etiology of work-related PTSD. (Disaster Med Public Health Preparedness. 2016;10:219–224)

scholarly journals Psychosocial aspects of work and minor psychic disorders in nursing: use of combined models

2018 ◽  
Vol 26 (0) ◽  
Author(s):  
Evelin Daiane Gabriel Pinhatti ◽  
Renata Perfeito Ribeiro ◽  
Marcos Hirata Soares ◽  
Júlia Trevisan Martins ◽  
Maria Ribeiro Lacerda ◽  
...  
Keyword(s):  
Social Support ◽  
Psychosocial Aspects ◽  
Mental Illnesses ◽  
Cross Sectional ◽  
Combined Use ◽  
Psychic Disorders ◽  
Effort Reward Imbalance ◽  
Reward Imbalance ◽  
Self Reporting Questionnaire ◽  
Demand Control

ABSTRACT Objective: to analyze the combined use of models for the evaluation of work-related psychosocial aspects and their association with the prevalence of Minor Psychics Disorders among nursing workers. Method: cross-sectional study with a sample of 285 nursing workers. Data collection was performed through the application of a structured sociodemographic and occupational questionnaire and the Demand-Control-Support, Effort-Reward Imbalance and Self-Reporting Questionnaire. Descriptive analysis and a multiple logistic regression were performed. Results: the prevalence of suspicion of minor psychics disorders was 32.6%. The dimensions of both models were associated with mental health. The full Effort-Reward Imbalance and Demand-Control and Social Support models predict Minor Psychics Disorders to a greater extent than the combined use of partial models. Conclusion: it was found that the Effort-Reward Imbalance model captured better the magnitude of the Minor Psychics Disorders in this sample of workers compared to the Demand-Control and Social Support model. However, the concomitant use of the theoretical models revealed unique contributions in the evaluation of Minor Psychics Disorders. Considering the complexity of mental illnesses, it is important that different factors be evaluated.

The relationship between effort–reward imbalance and empathy among clinical nurses: A cross‐sectional online survey

2020 ◽  
Vol 29 (17-18) ◽  
pp. 3363-3372
Author(s):  
Lingling Kong ◽  
Wencai Li ◽  
Hongmei Wang ◽  
Ning Xu ◽  
Qing Xu ◽  
...  
Keyword(s):  
Online Survey ◽  
Cross Sectional ◽  
Clinical Nurses ◽  
Effort Reward Imbalance ◽  
Reward Imbalance ◽  
The Relationship

scholarly journals Unequal Associations between Educational Attainment and Occupational Stress across Racial and Ethnic Groups

2019 ◽  
Vol 16 (19) ◽  
pp. 3539 ◽  
Author(s):  
Shervin Assari ◽  
Mohsen Bazargan
Keyword(s):  
Educational Attainment ◽  
Occupational Stress ◽  
Ethnic Groups ◽  
Race And Ethnicity ◽  
The United States ◽  
National Sample ◽  
Physical And Mental Health ◽  
Cross Sectional Survey ◽  
Cross Sectional ◽  
Work Related

Background: Although other mechanisms are also involved, at least one reason high educational attainment (EA) is associated with better health is lower employment stress in individuals with high EA. Minorities’ Diminished Returns, however, refer to the smaller protective health effects of EA for racial- and ethnic-minority individuals, particularly African Americans (AAs) and Hispanics, as compared to Whites. We are, however, not aware of many studies that have explored differential associations between EA and work-related stress across racial and ethnic groups. Aims: We aimed to compare racial and ethnic groups for the association between EA and occupational stress in a national sample of American adults. Methods: The National Health Interview Survey (NHIS 2015), a cross-sectional survey, included 15,726 employed adults. Educational attainment was the independent variable. Occupational stress was the outcome. Race and ethnicity were the moderators. Age, gender, number of jobs, and years in the job were the covariates. Results: Overall, higher EA was associated with lower levels of occupational stress. Race and ethnicity both interacted with EA, suggesting that the association between high EA and reduced occupational stress is systemically smaller for AAs and Hispanics than it is for Whites. Conclusions: In the United States, race and ethnicity limit the health gains that follow EA. While EA helps individuals avoid environmental risk factors, such as occupational stress, this is more valid for non-Hispanic Whites than AAs and Hispanics. The result is additional physical and mental health risks in highly educated AAs and Hispanics. The results are important, given racial and ethnic minorities are the largest growing section of the US population. We should not assume that EA is similarly protective across all racial and ethnic groups. In this context, EA may increase, rather than reduce, health disparities.

scholarly journals Effort–reward imbalance at work, over-commitment personality and diet quality in Central and Eastern European populations

2016 ◽  
Vol 115 (7) ◽  
pp. 1254-1264 ◽  
Author(s):  
Sung-Wei Chen ◽  
Anne Peasey ◽  
Denes Stefler ◽  
Sofia Malyutina ◽  
Andrzej Pajak ◽  
...  
Keyword(s):  
Work Stress ◽  
Diet Quality ◽  
Cross Sectional Study ◽  
Cross Sectional ◽  
Men And Women ◽  
Dietary Guideline ◽  
Effort Reward Imbalance ◽  
Unhealthy Diet ◽  
Reward Imbalance

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.

Effort-Reward Imbalance and Intention to Retire Early in Australian Healthcare Workers

2017 ◽  
Vol 10 ◽  
Author(s):  
Suzanne Hodgkin ◽  
Warren Paul ◽  
Jeni Warburton
Keyword(s):  
Rural Areas ◽  
Older Workers ◽  
Healthcare Workers ◽  
General Health Questionnaire ◽  
Psychological Strain ◽  
Design Data ◽  
Cross Sectional ◽  
Effort Reward Imbalance ◽  
Reward Imbalance ◽  
Cross Sectional Design

Objectives – Retaining older workers in the Australian Healthcare System in rural areas is critical in preventing an imminent workforce crisis. Traditionally, healthcare workers have retired earlier than other groups. Using an internationally recognised model of job stress, the aim of this study was to examine the influence of Effort-Reward Imbalance (ERI) in predicting psychological strain and intention to retire in older Australian healthcare workers. Method – Utilising a cross-sectional design, data was obtained from 295 women and men aged over 55 years, working as professional healthcare workers in a rural Australian setting. ERI was measured using the 23-item scale developed by Siegrist (Siegrist, 2002); psychological strain was measured using the 12-item version of the General Health Questionnaire (GHQ) and a question on retirement intentions was developed. Results – The results confirm that those employees who experience high ERI and higher levels of overcommitment (OVC) experience psychological strain. Support for the three-way interaction was mixed: at low levels of OVC, higher levels of effort and increasing reward decreased strain, yet at high levels of OVC, increasing reward increased strain. This study could not confirm an association between intention to retire early and effort, reward, OVC or strain.

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.

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