The Measurement of Effort-Reward Imbalance (ERI) at Work

Montaño, Diego; Li, Jian; Siegrist, Johannés

doi:10.1007/978-3-319-32937-6_2

Cited by 22 publications

(23 citation statements)

References 83 publications

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“…In this study, I used data from 2016 where respondents were only asked to rate efforts and rewards on a 4-point scale from (1) “strongly disagree” to (4) “strongly agree” in a one-step procedure. These two measurements are not comparable [21] and therefore longitudinal analyses were unfortunately impossible. Thereby, causality could not be tested empirically but can be assumed theoretically.…”

Section: Methodsmentioning

confidence: 99%

“…In the last decades, the ERI model has been widely tested empirically and refined [21]. Especially the questionnaire was reduced in order to be applied in surveys in different occupational areas [9].…”

Section: Methodsmentioning

confidence: 99%

“…Higher values indicated a greater deviation from the survey mean of ERI and therefore a stronger violation of the norm of reciprocity. In order to get an overview with descriptive statistics, another variable for ERI with four categories was generated based on the quartiles as recommended [9, 15, 18, 21]. In previous papers suggested classifications of imbalanced jobs by using the cut off-point “1”, which was used in the majority of articles on effort-reward imbalance [4], were revised because the amount of stressful workplaces was overestimated [21].…”

Section: Methodsmentioning

confidence: 99%

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The influence of working conditions on health satisfaction, physical and mental health: testing the effort-reward imbalance (ERI) model and its moderation with over-commitment using a representative sample of German employees (GSOEP)

Kunz

2019

BMC Public Health

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Background The effort-reward imbalance (ERI) model is well-established in explaining work-related stress and health differences. A lack of reciprocity between efforts and rewards at the workplace is central to the theory. The third component (over-commitment) was defined to be a moderator of high-cost/low gain-working conditions increasing the risk of ill-health. Although the theory has been widely supported empirically, all underlying hypotheses have not been sufficiently tested. This article examines whether the strength of the effect of the effort-reward imbalance ratio on health indicators is bigger than the effects of efforts and rewards individually. Another research gap on the interaction with over-commitment is addressed and health measures are compared. Methods This study applied the effort-reward imbalance model on health satisfaction and the SF-12v2™ indicators physical health composite score (PCS) and mental health composite score (MCS) within a representative sample of German employees. After confirmatory factor analyses of the items of the components effort, reward and over-commitment were applied, multiple linear regression models and interaction effects were calculated for more than 7000 respondents within the German Socio-Economic Panel (GSOEP) study. Results Against the model’s hypothesis, effort and especially reward had a stronger effect on health satisfaction and mental health individually than the effort-reward imbalance ratio. Over-commitment exerted a negative influence on health indicators and its interaction with the effort-reward imbalance ratio intensified this effect significantly for mental health. Overall, the best model fit was reached for mental health, which is in line with the model’s stress theory foundation. Conclusions Although the ERI model has been applied for more than 20 years, theoretical and methodological demands can no longer be neglected. This article contributes to the revision of the effort-reward imbalance (ERI) model and demonstrates possible starting points for prevention programs focusing on rewards.

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Section: Methodsmentioning

confidence: 99%

Section: Methodsmentioning

confidence: 99%

Section: Methodsmentioning

confidence: 99%

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The influence of working conditions on health satisfaction, physical and mental health: testing the effort-reward imbalance (ERI) model and its moderation with over-commitment using a representative sample of German employees (GSOEP)

Kunz

2019

BMC Public Health

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“…Furthermore, an effort-reward ratio, the core indicator of the ERI model, was derived to quantify the amount of mismatch between effort and reward for each individual. According to a predefined algorithm and standard procedure 5 , 7) , the ratio was calculated by dividing the effort by reward scale scores (weighted by the number of items). Scale and ratio scores were divided into tertiles for the regression analyses (see below).…”

Section: Methodsmentioning

confidence: 99%

“…Adverse psychosocial work conditions based on the ERI model can be assessed by a standardized self-report questionnaire, comprising three psychometric scales: effort, reward, and over-commitment 5) . There are two versions of the ERI questionnaire: the original, long version, consisting of 23 Likert-scaled items, and the short version with 16 items 6 , 7) . The shorter version pursues the idea to provide a generic measure for large epidemiological studies 6) .…”

Section: Introductionmentioning

confidence: 99%

Validating the short measure of the Effort-Reward Imbalance Questionnaire in older workers in the context of New Zealand

Herr

Allen

et al. 2017

Journal of Occupational Health

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Objectives: The objective of this study was to validate a short version of the Effort-Reward-Imbalance (ERI) questionnaire in the context of New Zealand among older full-time and part-time employees. Methods: Data were collected from 1694 adults aged 48-83 years (mean 60 years, 53% female) who reported being in full- or part-time paid employment in the 2010 wave of the New Zealand Health, Work and Retirement study. Scale reliability was evaluated by item-total correlations and Cronbach's alpha. Factorial validity was assessed using multi-group confirmatory factor analyses assessing nested models of configural, metric, scalar and strict invariance across full- and part-time employment groups. Logistic regressions estimated associations of effort-reward ratio and over-commitment with poor physical/mental health, and depressive symptoms. Results: Internal consistency of ERI scales was high across employment groups: effort 0.78-0.76; reward 0.81-0.77, and over-commitment 0.83-0.80. The three-factor model displayed acceptable fit in the overall sample (X2/df = 10.31; CFI = 0.95; TLI = 0.94; RMSEA = 0.075), and decrements in model fit indices provided evidence for strict invariance of the three-factor ERI model across full-time and part-time employment groups. High effort-reward ratio scores were consistently associated with poor mental health and depressive symptoms for both employment groups. High over-commitment was associated with poor mental health and depressive symptoms in both groups and also with poor physical health in the full-time employment group. Conclusions: The short ERI questionnaire appears to be a valid instrument to assess adverse psychosocial work characteristics in old full-time and part-time employees in New Zealand.

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Stressful work in primary health care and mental health: The role of gender inequities in Brazil

Araújo

Sousa

Siegrist

2022

American J Industrial Med

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Background: This study aims to analyze the association between occupational stressors, evaluated by the Effort−Reward Imbalance Model (ERI), and the occurrence of common mental disorders (CMD) among healthcare workers (HCW), additionally considering mediation by over-commitment from work (OW) and mediation of gender effects by work stressors. Methods: Cross-sectional study, including a random sample of 3343 HCWs, from six municipalities of Bahia, Brazil. The ERI scale measured the occupational stressors (main exposure), and the Self-Reporting Questionnaire (SRQ-20) was used to screen for CMD. Data analysis used Structural Equation Modeling techniques to understand the relationships between gender, occupational stressors, and the occurrence of CMD.Results: ERI and OW were associated with CMD. OW mediated the negative effect of ERI on the mental health of HCW. Female workers had higher levels of ERI, OW, and CMD prevalence; the total gender effect on CMD prevalence was mediated by ERI and OW. Conclusions:The findings highlight the association of work psychosocial stressors and CMD among HCW, including partial mediation by OW. Gender inequalities persisted among HCW, with women most exposed to occupational stressors and CMD. ERI and OW partially mediated the effect of gender on CMD.

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The Measurement of Effort-Reward Imbalance (ERI) at Work

Cited by 22 publications

References 83 publications

The influence of working conditions on health satisfaction, physical and mental health: testing the effort-reward imbalance (ERI) model and its moderation with over-commitment using a representative sample of German employees (GSOEP)

The influence of working conditions on health satisfaction, physical and mental health: testing the effort-reward imbalance (ERI) model and its moderation with over-commitment using a representative sample of German employees (GSOEP)

Validating the short measure of the Effort-Reward Imbalance Questionnaire in older workers in the context of New Zealand

Stressful work in primary health care and mental health: The role of gender inequities in Brazil

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