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

Abstract

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.

Job crafting and well-being in the elderly care sector: the effect of over-commitment

“…Allisey et al (2016);Bakker and Costa (2014);Ghitulescu (2006);Wrzesniewski et al (2013), and Yepes-Baldó et al (2016), we hypothesize the direct relationship between job crafting and wellbeing: H1.1: Increased levels of task crafting predict increased levels of well-being. H1.2: Increased levels of cognitive crafting predict increased levels of well-being.…”

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

“…In the domain of psychological strain, research has shown that ERI positively predicted a range of psychological (or mental health) outcomes including depression and anxiety (Kikuchi et al, 2009; Guo et al , 2014; Tsutsumi et al , 2012), mental distress and job dissatisfaction (Calnan et al , 2000; Kinman, 2016), and overall psychological ill-health (de Jonge et al , 2000; Elovainio et al , 2013). In the behavioural strain domain, key criteria variables assessed in the context of ERI include increased absenteeism (Ala-Mursula et al , 2005; Allisey et al , 2016), withdrawal behaviours and turnover intentions (Derycke et al , 2010; Loerbroks et al , 2014), and smoking and alcohol consumption (Chen et al , 2016; Kouvonen, Kivimäki, Virtanen, Pentti, and Vahtera, 2005; Kouvonen, Kivimäki, Cox, Poikolainen, Cox, and Vahtera, 2005).…”

Effort–reward imbalance in police work: associations with the cortisol awakening response

“…Lower levels of support and reward in conjunction with higher levels of effort and overcommitment were found to be associated with depression in special force police officers (Garbarino et al 2013). Allisey et al (2016) found that higher levels of reward (social support, recognition, and job security) in relation to efforts were associated with lower levels of absenteeism among police officers. A recent review of 11 European prospective studies reported that, during a 10-year follow-up time, individuals with ERI had 16% higher risk of developing CHD compared to those who did not experience ERI (Dragano et al 2017).…”