Effort-reward imbalance and attitude towards unethical work behaviour among police personnel: emotional intelligence as a moderator

Ojedokun, Oluyinka

doi:10.4314/ifep.v18i1.51658

Cited by 13 publications

(12 citation statements)

References 19 publications

Supporting

Mentioning

Contrasting

Order By: Relevance

“…Coefficient α was equal to 0.83 for the 15-item scale, and would increase slightly to 0.85 if item 15 was dropped (we decided to retain item 15). This is fairly comparable to Krejèí et al (1996) who reports α equal to 0.72 for their ethics scale, as well as Adebayo (2005a) who reported α equal to 0.89 and Ojedokun (2010) who reported α equal to 0.76.…”

Section: Dimensionality and Reliabilitysupporting

confidence: 84%

“…Additionally, ethical attitudes were shown to be higher for female police officers and those with longer years of service to the police force (Adebayo, 2005b). Ojedokun (2010) found that variations in the scores generated from Hyams' scale may be related to perceived imbalances between an officer's work effort and the reward gained from that work. In short, research emerging from applications of the Hyams scale find that the scale operates as expected, with higher ethical scores leading to fewer reports of engaging in deviant behavior.…”

Section: Alternatives To the Klockars Et Al Approachmentioning

confidence: 96%

See 1 more Smart Citation

Exploring the viability of an attitudes toward ethical behavior scale in understanding police integrity outcomes

Hickman

Powell²,

Greene

2016

Policing: An International Journal of Police Strategies &Amp; Management

View full text Add to dashboard Cite

Purpose – Relying on a moral development theoretical framework, the purpose of this paper is to argue that the perceived seriousness of a particular behavior is a reflection of one’s broader attitudes toward ethical behaviors. Attitudes toward ethical behavior should provide both an elaborated explanation for the relationship between the perceived seriousness of a behavior and the likelihood of reporting a fellow officer for that behavior, as well as an alternative approach to the measurement and assessment of police integrity outcomes. Design/methodology/approach – Using data from a sample of 499 Philadelphia police officers, the current study uses a modified fifteen item ethics scale first developed by Hyams (1990) and used by others, in order to examine its relation to integrity outcomes. The paper provides a full descriptive and measurement analysis of the scale and then explores its utility in understanding integrity outcomes through a variety of hypothetical scenarios. Findings – While the perceived seriousness of a behavior is strongly predictive of the likelihood of reporting a fellow officer who engages in that behavior, the findings suggest that seriousness may be a proxy for attitudes toward ethical behaviors. Originality/value – While Klockars et al.’s approach to the measurement of police integrity has been an important contribution to integrity research, other measures of police integrity such as attitudes toward ethical behavior are also useful as they move us conceptually from assessing attitudes toward ethical behavior to their antecedents – the strength of underlying value premises shaping subsequent attitudes.

show abstract

Section: Dimensionality and Reliabilitysupporting

confidence: 84%

Section: Alternatives To the Klockars Et Al Approachmentioning

confidence: 96%

Exploring the viability of an attitudes toward ethical behavior scale in understanding police integrity outcomes

Hickman

Powell²,

Greene

2016

Policing: An International Journal of Police Strategies &Amp; Management

View full text Add to dashboard Cite

show abstract

“…Studies on effort-reward imbalance (ERI) and self-rated health (SRH) are scarce in the literature [ 5 , 15 , 17 , 18 ], and the few that exist were conducted in high income countries. We came across only two studies in Sub-Saharan Africa that applied the ERI model [ 19 , 20 ] and these studies differ in their methodologies. For example, Peltzer et al [19] could not use the full scales of the ERI model in assessing job stress, job satisfaction or stress-related illnesses among South African educators.…”

Section: Introductionmentioning

confidence: 99%

“…Peltzer et al [ 19 ] have found an inverse association between occupational reward (career advancement) and hypertension among South African educators. Furthermore, Ojedokun, [ 20 ], has found high effort-reward imbalance (ER-ratio > 1) to be a predictor of attitude towards unethical work behavior among police officers in Nigeria.…”

Section: Introductionmentioning

confidence: 99%

Effort-reward imbalance and self-rated health among Gambian healthcare professionals

Darboe

Lin²,

Kuo

2016

BMC Health Serv Res

View full text Add to dashboard Cite

Background: The effort-reward imbalance (ERI) model of work stress has been widely applied in investigating association between psychosocial factors at work and health. This study examined associations between perceived psychosocial work stress as measured by the ERI model and self-rated health (SRH) among nurses and environmental health officers (EHOs) working in secondary public healthcare facilities in the Gambia. Method: A cross-sectional study on a random sample of 287 health care professionals (201 nurses and 86 EHOs). A 22-item ERI questionnaire was used to collect data on the psychosocial factors defined by the ERI model. SRH was assessed using a single item measure. Results: The distribution of subjective health was not statistically different between nurses and EHOs. However, our study uncovered significant associations between perceived psychosocial work stress and subjective health. Specifically, we found that a perceived high effort-reward imbalance (ER-ratio > 1) is a significant risk factor for poor SRH, in both occupational groups. However, over-commitment was not significantly associated with poor SRH in the two groups. When efforts and rewards were considered as separate variables in the analysis, rewards were inversely associated with poor SRH in both groups. Conclusion: Because of the high perceived Effort-Reward Imbalance among healthcare professionals at secondary public healthcare facilities, it is necessary to modify working conditions through improvement of psychosocial work environment, such as reasonable allocation of resources to increase pay, incentives or other forms of rewards from government. Interventions that could mitigate and prevent stress at work are worth considering in future healthcare policies.

show abstract

“…Furthermore, EI has also been shown as a moderator in some studies (e.g., Elipe, Mora-Merchán, Ortega-Ruiz, & Casas, 2015). Ojedokun (2010) reported that EI moderated the relationship between some psychosocial factors and behaviours. Ability to recognize, manage self and others’ emotion and use of emotion in people can be responsible for this association.…”

Section: Literature Reviewmentioning

confidence: 99%

Moderating Role of Emotional Intelligence on Personality– Employee Creativity Relationship

Jafri

2019

Management and Labour Studies

View full text Add to dashboard Cite

Creativity has gained increased significance by organizations in current time. Both individual and organizational factors contribute to it. This study explored the relationship between the Five Factor Model (FFM) of personality and employee creativity. Emotional intelligence (EI) is presented as a moderator in the relationship between the FFM and employee creativity. Using random sampling approach, the study was conducted on 232 regular employees from three service sector organizations. Respondents consisted of both genders working at different levels. Regression analyses showed that three dimensions of the model (FFM), namely, conscientiousness, extraversion and openness to experience influenced employee creativity positively and significantly. In addition, moderated regression analysis revealed that EI significantly strengthened the relationships between the three dimensions of the FFM and creativity of employees. The insinuations of the study are explained.

show abstract

Effort-reward imbalance and attitude towards unethical work behaviour among police personnel: emotional intelligence as a moderator

Cited by 13 publications

References 19 publications

Exploring the viability of an attitudes toward ethical behavior scale in understanding police integrity outcomes

Exploring the viability of an attitudes toward ethical behavior scale in understanding police integrity outcomes

Effort-reward imbalance and self-rated health among Gambian healthcare professionals

Moderating Role of Emotional Intelligence on Personality– Employee Creativity Relationship

Contact Info

Product

Resources

About