Effort‐reward‐imbalance,overcommitment and self‐reported health: Is it the interaction that matters?

In recent years, the effort‐reward‐imbalance (ERI) model has become widely used as a framework for examining job characteristics and employee's health. The present study tested the predictive validity of the ERI model's components ‐ ERI, over‐commitment (OC) and their interaction ‐ on the basis of self‐reported health outcomes. In a cross‐sectional study, data were obtained from 1,587 employees working in the aircraft manufacturing industry in southern Germany. Results suggested that all components of the ERI model (effort‐reward‐ratio, effort, reward and over‐commitment) are associated with health‐related quality of life, vital exhaustion, depression and quality of sleep. The separate variables effort and reward explained more of the observed variance than the effort‐reward ratio. No interaction between ERI and OC in predicting measurements of self‐reported health could be found. The findings suggest (1) that the ERI ratio does not provide more information than the separate use of the variables effort and reward, and (2) that there are main effects of ERI and OC but no interaction effect on employees' health. Implications for theory and applied research are discussed.     

Where is (im)balance? Necessity and construction of evaluated cut‐off points for effort‐reward imbalance and overcommitment

The use of cut‐off values is common in research on the effort‐reward imbalance (ERI) model. They are often used to identify health risk situations or behaviour at work, although little is known about their diagnostic properties. The aim of the study was to investigate empirically cut‐off points for the effort‐reward ratio and the overcommitment (OC) scale. The study was based on a sample of 302 teachers. According to the International Classification of Mental and Behavioural Disorders‐10 (ICD‐10), 115 subjects suffered from a mood disorder. The control group consisted of 187 matched healthy subjects. Receiver‐operating characteristic analyses were conducted using the ERI ratio and OC as diagnostic variables. A mood disorder served as gold standard reference test. Results demonstrated the ability of the effort‐reward ratio and OC to discriminate between diseased and healthy individuals. However, a comparison of the areas under the curve revealed a significantly higher diagnostic power for the effort‐reward ratio. According to the Youden index, optimal cut‐off points were ERI>0.715 and OC>16. Furthermore, sensitivity and specificity for different cut‐off values are presented. Results point to shortcomings in the ERI literature using established approaches to define cut‐off points. Validating cut‐off values is of particular importance in order to ensure valid results in ERI research.     

Standard profile for the evaluation of working women's vulnerability to sexual harassment

The aim of the present study was to investigate relationships between Effort-Reward Imbalance (ERI) and employee adverse health (i.e., psychosomatic complaints, physical symptoms, and exhaustion). The Effort-Reward Imbalance Model was extended by discriminating three specific rewards separately (i.e., salary, esteem, and job security). A sample of 167 health-care workers was used to test the relationship between ERI (i.e., high effort accompanied with low reward) and employee adverse health with multiple univariate logistic regression analyses. Separate analyses were carried out with a composite reward scale and with each of the three specific reward scales as independent variables. The results indicate that the health outcomes of ERI vary depending on the specific reward that was used. Generally, the most adverse health effects were found for employees who reported both high efforts and low rewards, thus supporting the ERI Model. Moreover, the strongest effects of ERI on employee health were found when esteem was used as a reward indicator. Job security also appeared to be an important reward in this respect, whereas salary did not have strong effects as a result of ERI. Although the ERI Model was merely supported by the results, current findings also indicate it is important to separate different kinds of rewards, especially in health-care work in order to capture the complexity of working with clients as well.     

The role of goal pursuit in the interaction between psychosocial work environment and occupational well-being

The relation of the core components of the Effort–Reward Imbalance model (ERI; Siegrist, 1996) to goal pursuit was investigated. Goal pursuit was studied through categories of goal contents – competency, progression, well-being, job change, job security, organization, finance, or no work goal – based on the personal work goals of managers (Hyvönen, Feldt, Salmela-Aro, Kinnunen, & Mäkikangas, 2009). The study focused on the contribution of the ERI components (effort, reward, effort–reward imbalance, OVC) to goal contents, as well as on the mediating and moderating effects of goal contents between the ERI components and occupational well-being (burnout, work engagement) among young Finnish managers (N = 747, age range 23–35 years). First, multinomial regressions showed that effort, reward, and effort–reward imbalance contributed to the membership of the goal categories. Secondly, hierarchical GLM (General Linear Model) indicated that the goal categories mediated the relationship between the ERI components and occupational well-being. Effort, reward, and effort–reward imbalance had an indirect effect through goal categories on burnout and work engagement, but overcommitment only on burnout. In addition, the goal categories moderated the relationship between reward and work engagement. Taken together, psychosocial work environment contributes to the contents of personal work goals, which also function as mediators, particularly between the work environment and occupational well-being.     

Does equity sensitivity moderate the relationship between effort–reward imbalance and burnout

The model of effort–reward imbalance (ERI) received considerable research attention in the job stress literature. However, very scarce research investigated individual differences as moderators between ERI and stress. The present study is aimed at examining the combined effects of ERI, overcommitment (OVC), and the interaction between ERI and overcommitment on burnout (i.e., emotional exhaustion, cynicism, and inefficacy) and the moderating role of equity sensitivity. A questionnaire measuring ERI, burnout, and equity sensitivity was administered to 159 employees. Regression analyses were conducted to test the proposed relations and moderating hypotheses. ERI was negatively related to inefficacy and overcommitment was positively related to emotional exhaustion and cynicism. In addition, equity sensitivity was found to moderate the effect of overcommitment on emotional exhaustion and inefficacy. The findings emphasize the detrimental effect overcommitment may have on employee's mental health and suggest that the ERI model components may be closely related to perceptions of organizational justice.     

新三元付出-回报失衡模型框架下护士的付出、回报和过度投入与工作倦怠的关系

摘 要 目的：在护士群体中检验付出、回报和过度投入及其交互作用对工作倦怠的影响,验证新三元付出-回报失衡模型。方法：采用问卷法测查了456名女护士的付出、回报、过度投入和工作倦怠。采用分层线性回归分析验证自变量对因变量的影响。结果：付出、过度投入和付出-回报比正向影响情绪耗竭和去个性化,付出和付出-回报比负向影响职业效能,回报负向影响去个性化,正向影响职业效能。付出对工作倦怠的影响最大,其次是过度投入,回报的影响最小。过度投入能调节付出-回报比对情绪耗竭、职业效能的影响。结论：新三元付出-回报失衡模型适用于女护士群体。     

The impact of perceived effort–reward imbalance on workplace bullying: also a matter of organizational identification

Work environments characterized by inadequate work conditions have been widely recognized as being particularly prone to the occurrence and exacerbation of bullying behavior. Accordingly, this longitudinal study aimed to explore whether the impact of effort–reward imbalance (ERI) on workplace bullying was mediated by a lower perception of organizational justice, and whether the association between ERI and perceptions of justice was moderated by organizational identification. In the current study, a sample of N = 195 Spanish employees from different occupational sectors filled in an online questionnaire at two different times with a time lag of 8 months. In line with the hypothesized moderated mediation model, results showed that organizational justice mediated the impact of ERI on workplace bullying. Moreover, the effect of perceived ERI on organizational justice was stronger for employees with low organizational identification. Overall, this study can contribute to better understanding how and when ERI boosts the risk of workplace bullying. Accordingly, early intervention designed to buffer the negative effects of ERI should focus on increasing individual levels of organizational identification.     

Unconscious reward cues increase invested effort,but do not change speed–accuracy tradeoffs

While both conscious and unconscious reward cues enhance effort to work on a task, previous research also suggests that conscious rewards may additionally affect speed–accuracy tradeoffs. Based on this idea, two experiments explored whether reward cues that are presented above (supraliminal) or below (subliminal) the threshold of conscious awareness affect such tradeoffs differently. In a speed–accuracy paradigm, participants had to solve an arithmetic problem to attain a supraliminally or subliminally presented high-value or low-value coin. Subliminal high (vs. low) rewards made participants more eager (i.e., faster, but equally accurate). In contrast, supraliminal high (vs. low) rewards caused participants to become more cautious (i.e., slower, but more accurate). However, the effects of supraliminal rewards mimicked those of subliminal rewards when the tendency to make speed–accuracy tradeoffs was reduced. These findings suggest that reward cues initially boost effort regardless of whether or not people are aware of them, but affect speed–accuracy tradeoffs only when the reward information is accessible to consciousness.     

Stress Management in Bus Drivers: A Pilot Study Based on the Model of Effort–Reward Imbalance

A number of studies documented associations between work stress and elevated morbidity in professional drivers. The model of effort–reward imbalance (ERI) identifies distinct situational and personal characteristcs which elicit chronically stressful experience at work in terms of a mismatch between high costs and low gain. Fifty-four highly stressed male inner-city bus drivers (mean age 49,5 ± 5,3) were recruited to participate in a 12 weeks stress management program based on the ERI model (intervention group (IG) n = 26, control group (CG) n = 28). Intervention included relaxation, coping with anger and excessive work commitment (“high need for control”), management of conflicts with superiors, and recommendations for structural changes at work. After 12 weeks, mean level of “need for control,” a critical, health adverse style of coping with job demands, was significantly reduced in IG vs. CG, and this effect persisted after 3 months. In conclusion, a theory-based worksite stress management program in an occupational risk group is feasible and shows beneficial psychological effects.     

Physical and cognitive effort discounting of hypothetical monetary rewards

Effort discounting refers to the decrease in the subjective value of a reward as the effort required to obtain the reward increases. The main aims of this study were to ascertain whether the amount of the reward affects the steepness of the effort discounting process for hypothetical monetary rewards, to identify whether this steepness depends on the type of effort that is required, and to determine whether the steepness of different types of effort covary at the individual level. Two types of effort were studied under hypothetical choice situations: physical effort and cognitive effort. Both physical and cognitive effort discounting were well described by the hyperbolic model. Large rewards were discounted less steeply than small rewards for both types of effort. This finding agrees with the results of prior studies which have found that larger rewards have greater motivational power. In addition, the steepness of physical effort discounting was positively correlated with the steepness of cognitive effort discounting, which suggests that the effort discounting process is a trait‐like characteristic within an individual.     

I'm worth more than you! Effects of reward interdependence on performance,cohesion, emotion and effort during team competition

ObjectivesTo examine the effects of reward structures on the performance of a motor task. To evaluate the effects of reward interdependence on performance, cohesion, emotion, and effort during intergroup (team) competition.DesignAn experimental design was used to compare the effects of reward interdependence (no, low, high) on performance of a strength and endurance task.MethodParticipants (N = 111) performed a 3-min handgrip task as a member of a team of four under three reward interdependence conditions (no; low, with an even split of prize money; high, with an uneven split of prize money) in head-to-head competitions against another team. Task performance was assessed using the cumulative force production total. Task-related cohesion, enjoyment, anxiety and effort were measured using self-report scales.ResultsPerformance was better with rewards than no reward, and better with high than low reward interdependence. Team cohesion was highest with low reward interdependence. Effort was greater with rewards than no reward. Anxiety and enjoyment did not vary among the reward conditions. Mediation analyses indicated that increased cohesion mediated improvements in performance from no reward to low reward interdependence conditions, and increased effort mediated improvements in performance from no reward to both low and high reward interdependence conditions.ConclusionPerformance of a simple physical task in team competition was facilitated by rewards, with optimal performance associated with unequal rewards (i.e., performance-related pay). The benefits of performing with rewards compared to no rewards were explained by increased cohesion and effort. Social interdependence theory can help explain performance of simple motor tasks during team-based competitions. The findings have implications for the pay structures adopted by sports teams.     

Emotional dissonance,emotional exhaustion and job satisfaction in call centre workers

The rapid rise of the service sector, and in particular the call centre industry has made the study of emotional labour increasingly important within the area of occupational stress research. Given high levels of turnover and absenteeism in the industry this article examines the emotional demands (emotional labour) of call centre work and their relationship to the job satisfaction and emotional exhaustion in a sample of South Australian call centre workers (N?=?98) within the theoretical frameworks of the job demand?–?control model, the effort?–?reward imbalance model, and the job demands?–?resources model. Qualitatively the research confirmed the central role of emotional labour variables in the experience of emotional exhaustion and satisfaction at work. Specifically the research confirmed the pre-eminence of emotional dissonance compared to a range of emotional demand variables in its potency to account for variance in emotional exhaustion and job satisfaction. Specifically, emotional dissonance mediated the effect of emotional labour (positive emotions) on emotional exhaustion. Furthermore emotional dissonance was found to be equal in its capacity to explain variance in the outcomes compared to the most frequently researched demand measure in the work stress literature (psychosocial demands). Finally, emotional dissonance was found to exacerbate the level of emotional exhaustion at high levels of psychosocial demands, indicating jobs combining high levels of both kinds of demands are much more risky. Future theorizing about work stress needs to account for emotional demands, dissonance in particular. Potential ways to alleviate emotional exhaustion due to emotional dissonance is to reduce other psychosocial demands, increase rewards, support and control as conceptualized in the JDR model. Ways to boost job satisfaction are to increase control, support, and rewards.     

I don’t care about others’ approval: Dysphoric individuals show reduced effort mobilization for obtaining a social reward

Past research on reduced reward responsiveness in depression and dysphoria has mainly focused on monetary rewards. However, social rewards are important motivators and might be especially impaired in depression. The present study tested the hypothesis that nondysphoric individuals would mobilize more effort during a memory task without a clear performance standard when anticipating social approval for good performance. In contrast, dysphoric individuals were expected to be less sensitive to this reward and to mobilize less effort. Effort mobilization in this 2 (dysphoric vs. nondysphoric) × 2 (no reward vs. social approval) between-persons study was operationalized by participants’ cardiovascular reactivity. Results confirmed that nondysphorics had higher reactivity of systolic blood pressure, diastolic blood pressure, and heart rate when expecting to enter their name in the alleged “best list”, whereas dysphorics had lower cardiovascular reactivity. The present study expands evidence for reduced reward responsiveness in depression and dysphoria from an effort mobilization perspective by demonstrating reduced effort-related cardiovascular reactivity to social rewards.     

付出-回馈工作压力模型：西方国家十年来研究的回顾与评析

付出&;#8722;回馈工作压力模型(Effort-Reward Imbalance, ERI)以社会交换理论为视角, 从付出、回馈、过度投入三个方面探讨了工作压力的形成机制和作用机理。在对近十几年来有关ERI模型实证研究文献的梳理和分析的基础上, 系统地介绍ERI模型的理论基础、模型的适用性验证、相关变量探索及模型拓展等, 发现目前的ERI模型具有较好的解释力和适用性, 但是模型的中间变量及交互假设有待进一步探索, 付出、回报失衡值的计算方法尚需进一步优化。     

Doing bad through being selective in doing good: the role of within-unit variability in ethical leadership

Although it is commonly assumed that perceptions of equity at work have a significant impact on employee absenteeism, our understanding of the equity–absence relationship is limited in that (1) little is known about equity concepts other than procedural and distributive justice; and (2) for the most part, research has overlooked variables likely to mediate and moderate the impact of equity on absenteeism. Drawing from the effort–reward imbalance model (ERI; Siegrist, 1996), our study advances past research by investigating the association between status inconsistency (a situation in which there is a mismatch between, for example, a person's education and his/her income) and absenteeism, and the variables likely to account for this association. Results from a sample of 416 customer-care employees show that stress mediates the relationship between status inconsistency and absenteeism, and that HRM practices attenuate this relationship. Moderated mediation analyses further reveal that HRM practices moderate the indirect effect of status inconsistency on absenteeism via stress.     

Reformative self‐control and discounting of reward value by delay or effort1

Abstract: The relation between reformative self‐control and discounting of reward value by delay or effort was examined. Thirty‐two Japanese undergraduates were selected based on their scores on a standardized pencil and paper test of self‐control, the Redressive–Reformative Self‐Control Scale ( Sugiwaka, 1995 ). The subjects indicated their preference (i) between a hypothetical 100 000 yen reward available with various delays and a certain reward of variable amount available immediately; or (ii) between a hypothetical 100 000 yen reward available with various efforts and a certain reward of variable amount available without effort. The discounting of delayed reward value was described well by a hyperbolic function proposed by Mazur (1987 ). The slopes of the delayed discounting curves were steeper for subjects who scored low on the Reformative Self‐Control Scale, which is a measure of reformative self‐control and a subscale of the Redressive–Reformative Self‐Control Scale. The discounting by effort was also described well by the hyperbolic function. The slopes of the effortful discounting curves did not correlate to those of the delayed discounting curves. The slopes were not systematically different across the groups of subjects with different scores on the reformative self‐control scale.     

Not All Alike: The Distinctive Impact of Voluntary and Involuntary Effort on Stress and Fatigue

Nowadays, little evidence exists on how variations in effort affect worker health, such as stress and fatigue, two important and undesirable outcomes for workers. Then, this paper analyses the impact of different dimensions of effort on stress and fatigue. To do so we use past literature to links the different effort dimensions on employee health. Concretely, the frameworks used in the paper are the one developed by Karasek and Theorell (1990), according to which the different combinations of work demands, competences in decision making and social support determine the stress employees suffer; and the effort-reward imbalance model (ERI Model) of Siegrist (Psychology 1:27–41, 1996). This provides a more sensitive model of stress, as it uses a combination of extrinsic effort and intrinsic effort as predictors of stress. Building on these theoretical models of job stress we argue that one main source of employee stress and fatigue is employee effort. Using a representative Spanish data set, our study reveals that different dimensions of effort have different consequences for workers. Whereas involuntary effort increases both stress and fatigue, voluntary effort entails a decrease in both.     

Dissociation of reward and effort sensitivity in methcathinone‐induced Parkinsonism

Methcathinone‐induced Parkinsonism is a recently described extrapyramidal syndrome characterized by globus pallidus and substantia nigra lesions, which provides a unique model of basal ganglia dysfunction. We assessed motivated behaviour in this condition using a novel cost‐benefit decision‐making task, in which participants decided whether it was worth investing effort for reward. Patients showed a dissociation between reward and effort sensitivity, such that pallidonigral complex dysfunction caused them to become less sensitive to rewards, while normal sensitivity to effort costs was maintained.     

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A first purpose of this prospective study was to investigate whether the levels of mental strain and the working conditions included in the Effort-Reward Imbalance (ERI) model and the Demand-Control-Support (DCS) model differed for managers/professionals (n = 658) and manual workers (n = 343). An additional purpose was to compare the predictive power of the DCS and ERI models in the regard to long-term mental strain for these two groups. The study further aimed to investigate whether combining the models would improve the predictive power of long-term mental strain. Managers/professionals reported higher job demands and intrinsic efforts than did the manual workers, as well as slightly higher mental strain, but also higher decision latitude, social support, and rewards from work. Both models explained small albeit significant proportions of variance in mental strain for both occupational groups. A tentative conclusion from the study is that combining the two models may slightly increase the explanatory power to predict work-related mental strain.     

Hot executive function following moderate‐to‐late preterm birth: altered delay discounting at 4 years of age

Interest in monitoring long‐term neurodevelopmental outcomes of children born moderate‐to‐late preterm (32–36 weeks gestation) is increasing. Moderate‐to‐late preterm birth has a negative impact on academic achievement, which may relate to differential development of executive function (EF). Prior studies reporting deficits in EF in preterm children have almost exclusively assessed EF in affectively neutral contexts in high‐risk preterm children (< 32 weeks gestation). Disrupted function in motivational or emotionally charged contexts (hot EF) following preterm birth remains uninvestigated, despite evidence that preterm children show differential development of neural circuitry subserving hot EF, including reduced orbitofrontal cortex volume. The present study is the first to examine whether low‐risk, healthy children born moderate‐to‐late preterm exhibit impairments in the development of hot EF. Preterm children at age 4.5 years were less likely to choose larger, delayed rewards across all levels of reward magnitude on a delay discounting task using tangible rewards, but performed more similarly to their full‐term peers on a delay aversion task involving abstract rewards and on measures of cool EF. The relationship between gestational age at birth and selection of delayed rewards extended across the entire gestational age range of the sample (32–42 weeks), and remained significant after controlling for intelligence and processing speed. Results imply that there is not a finite cut‐off point at which children are spared from potential long‐term neurodevelopmental effects of PT birth. Further investigation of reward processing and hot EF in individuals with a history of PT birth is warranted given the susceptibility of prefrontal cortex development to early environmental variations.