The short form effort−reward imbalance: Measure of occupational stress for firefighters

Abstract

Purpose The original effort−reward imbalance (ERI) questionnaire has been widely used as a measure of occupational stress. The need for brief measurement of psychosocial stress at work has risen. This study examined the psychometric properties of a 16‐item short form ERI (S‐ERI) questionnaire. Methods A cross‐sectional study was conducted with a convenience sample of 247 career firefighters in the United States. An internet‐based survey contained the S‐ERI questionnaire, and assessed perceived health, demographics, and work characteristics. Internal consistency was tested by item‐total correlation and Cronbach's α coefficients. Factorial validity was assessed by confirmatory factor analysis (CFA), and criterion validity was examined by testing the S‐ERI's association with perceived health, controlling for other factors. Results The study participants were primarily young and mid‐aged White males (mean age = 42 years, 75% White non‐Hispanic, 93% males). The S‐ERI questionnaire showed satisfactory internal consistency, with Cronbach α coefficients above 0.80 for all three scales: effort 0.82, reward 0.83, and overcommitment 0.81. CFA showed all the S‐ERI components had a good fit (goodness‐of‐fit index = 0.99, comparative fit index = 0.92, root mean square error of approximation = 0.06). In terms of criterion validity, significantly increased odds ratios (ORs) for perceived health (those indicating they were less healthy) were found in firefighters in the lowest tertile of reward (OR = 7.06, 95% confidence interval [CI]: 2.86−17.43), and highest tertile of overcommitment (OR = 2.29, 95% CI: 1.00−5.22), after controlling for other factors. Conclusion The S‐ERI questionnaire is a reliable and valid measure to assess occupational stress. We recommend the use of S‐ERI as a measure of occupational stress when initiating efforts to improve firefighters' wellness.

Spirometry and respiratory disease risk factors in firefighters in Almaty

“…тушения пожара [15,16]. Не меньшее значение имеют стресс [17,18] и профессиональное выгорание [19], а также другие психосоциальные эффекты производственного процесса. Несмотря на многочисленные исследования данной категории работников, вопросы профессиональной патологии и факторов риска остаются недостаточно изученными.…”

Working Conditions and Wellbeing among Prison Nurses during the COVID-19 Pandemic in Comparison to Community Nurses

“…The Effort–Reward Imbalance (ERI) scale was used to measure psychosocial factors at work, consisting of 10 items, 3 for effort, and 7 for reward [ 35 , 36 , 37 ]. The effort score ranges from 3 to 12 and the reward score ranges from 7 to 28, with high scores corresponding with high magnitudes of effort and reward [ 35 , 36 , 37 ]. The E–R ratio score ranges between 0.25 and 4.00, with scores above one suggesting high work stress [ 35 , 36 , 37 ].…”

“…The effort score ranges from 3 to 12 and the reward score ranges from 7 to 28, with high scores corresponding with high magnitudes of effort and reward [ 35 , 36 , 37 ]. The E–R ratio score ranges between 0.25 and 4.00, with scores above one suggesting high work stress [ 35 , 36 , 37 ]. The Cronbach’s alpha coefficients were 0.80 for the effort subscale, and 0.78 for the reward subscale.…”

Where is the limit for overtime? Impacts of overtime on employees’ mental health and potential solutions: A qualitative study in China

“…The predictive power of the Effort-Reward Imbalance (ERI) model has been substantiated in numerous studies examining the effect of overtime on various outcomes, including depression (Kikuchi et al, 2010;Tsutsumi et al, 2012), anxiety (Calnan et al, 2000), stress (Chin et al, 2022), fatigue (Liu et al, 2020), work-life conflict (Michelsen and Bildt, 2003;Jerg-Bretzke et al, 2020), job burnout (Soomro et al, 2021) and turnover intention (Soomro et al, 2021). Based on the theoretical foundation of the ERI model (Siegrist, 1996(Siegrist, , 1998(Siegrist, , 2002, the third aim of this study is to explore employees' attitudes toward rewards and its relevant influence on employees' mental health and emotional reactions.…”