Effort‐reward‐imbalance, overcommitment and self‐reported health: Is it the interaction that matters?
Identifieur interne : 001B37 ( Istex/Corpus ); précédent : 001B36; suivant : 001B38Effort‐reward‐imbalance, overcommitment and self‐reported health: Is it the interaction that matters?
Auteurs : Daniel Preckel ; Michael Meinel ; Brigitte M. Kudielka ; Hans-Joachim Haug ; Joachim E. FischerSource :
- Journal of Occupational and Organizational Psychology [ 0963-1798 ] ; 2007-03.
Abstract
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.
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DOI: 10.1348/096317905X80183
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<record><TEI wicri:istexFullTextTei="biblStruct"><teiHeader><fileDesc><titleStmt><title xml:lang="en">Effort‐reward‐imbalance, overcommitment and self‐reported health: Is it the interaction that matters?</title><author><name sortKey="Preckel, Daniel" sort="Preckel, Daniel" uniqKey="Preckel D" first="Daniel" last="Preckel">Daniel Preckel</name><affiliation><mods:affiliation>Institute of Behavioral Sciences, Swiss Federal Institute of Technology, Zurich, Switzerland</mods:affiliation></affiliation></author><author><name sortKey="Meinel, Michael" sort="Meinel, Michael" uniqKey="Meinel M" first="Michael" last="Meinel">Michael Meinel</name><affiliation><mods:affiliation>Institute of Behavioral Sciences, Swiss Federal Institute of Technology, Zurich, Switzerland</mods:affiliation></affiliation></author><author><name sortKey="Kudielka, Brigitte M" sort="Kudielka, Brigitte M" uniqKey="Kudielka B" first="Brigitte M." last="Kudielka">Brigitte M. Kudielka</name><affiliation><mods:affiliation>Department of Psychology, University of Trier, Germany</mods:affiliation></affiliation></author><author><name sortKey="Haug, Hans Oachim" sort="Haug, Hans Oachim" uniqKey="Haug H" first="Hans-Joachim" last="Haug">Hans-Joachim Haug</name><affiliation><mods:affiliation>Psychiatric Department of the University of Zurich, Switzerland</mods:affiliation></affiliation></author><author><name sortKey="Fischer, Joachim E" sort="Fischer, Joachim E" uniqKey="Fischer J" first="Joachim E." last="Fischer">Joachim E. Fischer</name><affiliation><mods:affiliation>Institute of Public Health, Mannheim Medical Faculty, Heidelberg University, Germany</mods:affiliation></affiliation><affiliation><mods:affiliation>E-mail: fischer@healthvision.ch</mods:affiliation></affiliation></author></titleStmt><publicationStmt><idno type="wicri:source">ISTEX</idno><idno type="RBID">ISTEX:ACDBD5CF768FB207381FCB189D04C669F167CD63</idno><date when="2007" year="2007">2007</date><idno type="doi">10.1348/096317905X80183</idno><idno type="url">https://api.istex.fr/document/ACDBD5CF768FB207381FCB189D04C669F167CD63/fulltext/pdf</idno><idno type="wicri:Area/Istex/Corpus">001B37</idno><idno type="wicri:explorRef" wicri:stream="Istex" wicri:step="Corpus" wicri:corpus="ISTEX">001B37</idno></publicationStmt><sourceDesc><biblStruct><analytic><title level="a" type="main" xml:lang="en">Effort‐reward‐imbalance, overcommitment and self‐reported health: Is it the interaction that matters?</title><author><name sortKey="Preckel, Daniel" sort="Preckel, Daniel" uniqKey="Preckel D" first="Daniel" last="Preckel">Daniel Preckel</name><affiliation><mods:affiliation>Institute of Behavioral Sciences, Swiss Federal Institute of Technology, Zurich, Switzerland</mods:affiliation></affiliation></author><author><name sortKey="Meinel, Michael" sort="Meinel, Michael" uniqKey="Meinel M" first="Michael" last="Meinel">Michael Meinel</name><affiliation><mods:affiliation>Institute of Behavioral Sciences, Swiss Federal Institute of Technology, Zurich, Switzerland</mods:affiliation></affiliation></author><author><name sortKey="Kudielka, Brigitte M" sort="Kudielka, Brigitte M" uniqKey="Kudielka B" first="Brigitte M." last="Kudielka">Brigitte M. Kudielka</name><affiliation><mods:affiliation>Department of Psychology, University of Trier, Germany</mods:affiliation></affiliation></author><author><name sortKey="Haug, Hans Oachim" sort="Haug, Hans Oachim" uniqKey="Haug H" first="Hans-Joachim" last="Haug">Hans-Joachim Haug</name><affiliation><mods:affiliation>Psychiatric Department of the University of Zurich, Switzerland</mods:affiliation></affiliation></author><author><name sortKey="Fischer, Joachim E" sort="Fischer, Joachim E" uniqKey="Fischer J" first="Joachim E." last="Fischer">Joachim E. Fischer</name><affiliation><mods:affiliation>Institute of Public Health, Mannheim Medical Faculty, Heidelberg University, Germany</mods:affiliation></affiliation><affiliation><mods:affiliation>E-mail: fischer@healthvision.ch</mods:affiliation></affiliation></author></analytic><monogr></monogr><series><title level="j">Journal of Occupational and Organizational Psychology</title><idno type="ISSN">0963-1798</idno><idno type="eISSN">2044-8325</idno><imprint><publisher>Blackwell Publishing Ltd</publisher><pubPlace>Oxford, UK</pubPlace><date type="published" when="2007-03">2007-03</date><biblScope unit="volume">80</biblScope><biblScope unit="issue">1</biblScope><biblScope unit="page" from="91">91</biblScope><biblScope unit="page" to="107">107</biblScope></imprint><idno type="ISSN">0963-1798</idno></series><idno type="istex">ACDBD5CF768FB207381FCB189D04C669F167CD63</idno><idno type="DOI">10.1348/096317905X80183</idno><idno type="ArticleID">JOOP266</idno></biblStruct></sourceDesc><seriesStmt><idno type="ISSN">0963-1798</idno></seriesStmt></fileDesc><profileDesc><textClass></textClass><langUsage><language ident="en">en</language></langUsage></profileDesc></teiHeader><front><div type="abstract" xml:lang="en">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.</div></front></TEI><istex><corpusName>wiley</corpusName><author><json:item><name>Daniel Preckel</name><affiliations><json:string>Institute of Behavioral Sciences, Swiss Federal Institute of Technology, Zurich, Switzerland</json:string></affiliations></json:item><json:item><name>Michael Meinel</name><affiliations><json:string>Institute of Behavioral Sciences, Swiss Federal Institute of Technology, Zurich, Switzerland</json:string></affiliations></json:item><json:item><name>Brigitte M. Kudielka</name><affiliations><json:string>Department of Psychology, University of Trier, Germany</json:string></affiliations></json:item><json:item><name>Hans‐Joachim Haug</name><affiliations><json:string>Psychiatric Department of the University of Zurich, Switzerland</json:string></affiliations></json:item><json:item><name>Joachim E. Fischer</name><affiliations><json:string>Institute of Public Health, Mannheim Medical Faculty, Heidelberg University, Germany</json:string><json:string>E-mail: fischer@healthvision.ch</json:string></affiliations></json:item></author><articleId><json:string>JOOP266</json:string></articleId><language><json:string>eng</json:string></language><originalGenre><json:string>article</json:string></originalGenre><abstract>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. 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Snaith</name></json:item></author><host><volume>67</volume><pages><last>370</last><first>361</first></pages><issue>6</issue><author></author><title>Acta Psychiatrica Scandinavica</title></host><title>The hospital anxiety and depression scale</title></json:item></refBibs><genre><json:string>article</json:string></genre><host><volume>80</volume><publisherId><json:string>JOOP</json:string></publisherId><pages><total>17</total><last>107</last><first>91</first></pages><issn><json:string>0963-1798</json:string></issn><issue>1</issue><genre><json:string>journal</json:string></genre><language><json:string>unknown</json:string></language><eissn><json:string>2044-8325</json:string></eissn><title>Journal of Occupational and Organizational Psychology</title><doi><json:string>10.1111/(ISSN)2044-8325</json:string></doi></host><categories><wos><json:string>social science</json:string><json:string>psychology, applied</json:string><json:string>management</json:string></wos><scienceMetrix><json:string>economic & social sciences</json:string><json:string>economics & business </json:string><json:string>business & management</json:string></scienceMetrix></categories><publicationDate>2007</publicationDate><copyrightDate>2007</copyrightDate><doi><json:string>10.1348/096317905X80183</json:string></doi><id>ACDBD5CF768FB207381FCB189D04C669F167CD63</id><score>0.5413996</score><fulltext><json:item><extension>pdf</extension><original>true</original><mimetype>application/pdf</mimetype><uri>https://api.istex.fr/document/ACDBD5CF768FB207381FCB189D04C669F167CD63/fulltext/pdf</uri></json:item><json:item><extension>zip</extension><original>false</original><mimetype>application/zip</mimetype><uri>https://api.istex.fr/document/ACDBD5CF768FB207381FCB189D04C669F167CD63/fulltext/zip</uri></json:item><istex:fulltextTEI uri="https://api.istex.fr/document/ACDBD5CF768FB207381FCB189D04C669F167CD63/fulltext/tei"><teiHeader><fileDesc><titleStmt><title level="a" type="main" xml:lang="en">Effort‐reward‐imbalance, overcommitment and self‐reported health: Is it the interaction that matters?</title></titleStmt><publicationStmt><authority>ISTEX</authority><publisher>Blackwell Publishing Ltd</publisher><pubPlace>Oxford, UK</pubPlace><availability><p>2007 The British Psychological Society</p></availability><date>2007</date></publicationStmt><sourceDesc><biblStruct type="inbook"><analytic><title level="a" type="main" xml:lang="en">Effort‐reward‐imbalance, overcommitment and self‐reported health: Is it the interaction that matters?</title><author xml:id="author-1"><persName><forename type="first">Daniel</forename><surname>Preckel</surname></persName><affiliation>Institute of Behavioral Sciences, Swiss Federal Institute of Technology, Zurich, Switzerland</affiliation></author><author xml:id="author-2"><persName><forename type="first">Michael</forename><surname>Meinel</surname></persName><affiliation>Institute of Behavioral Sciences, Swiss Federal Institute of Technology, Zurich, Switzerland</affiliation></author><author xml:id="author-3"><persName><forename type="first">Brigitte M.</forename><surname>Kudielka</surname></persName><affiliation>Department of Psychology, University of Trier, Germany</affiliation></author><author xml:id="author-4"><persName><forename type="first">Hans‐Joachim</forename><surname>Haug</surname></persName><affiliation>Psychiatric Department of the University of Zurich, Switzerland</affiliation></author><author xml:id="author-5"><persName><forename type="first">Joachim E.</forename><surname>Fischer</surname></persName><email>fischer@healthvision.ch</email><affiliation>Institute of Public Health, Mannheim Medical Faculty, Heidelberg University, Germany</affiliation></author></analytic><monogr><title level="j">Journal of Occupational and Organizational Psychology</title><idno type="pISSN">0963-1798</idno><idno type="eISSN">2044-8325</idno><idno type="DOI">10.1111/(ISSN)2044-8325</idno><imprint><publisher>Blackwell Publishing Ltd</publisher><pubPlace>Oxford, UK</pubPlace><date type="published" when="2007-03"></date><biblScope unit="volume">80</biblScope><biblScope unit="issue">1</biblScope><biblScope unit="page" from="91">91</biblScope><biblScope unit="page" to="107">107</biblScope></imprint></monogr><idno type="istex">ACDBD5CF768FB207381FCB189D04C669F167CD63</idno><idno type="DOI">10.1348/096317905X80183</idno><idno type="ArticleID">JOOP266</idno></biblStruct></sourceDesc></fileDesc><profileDesc><creation><date>2007</date></creation><langUsage><language ident="en">en</language></langUsage><abstract xml:lang="en"><p>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.</p></abstract></profileDesc><revisionDesc><change when="2007-03">Published</change></revisionDesc></teiHeader></istex:fulltextTEI><json:item><extension>txt</extension><original>false</original><mimetype>text/plain</mimetype><uri>https://api.istex.fr/document/ACDBD5CF768FB207381FCB189D04C669F167CD63/fulltext/txt</uri></json:item></fulltext><metadata><istex:metadataXml wicri:clean="Wiley, elements deleted: body"><istex:xmlDeclaration>version="1.0" encoding="UTF-8" standalone="yes"</istex:xmlDeclaration><istex:document><component version="2.0" type="serialArticle" xml:lang="en"><header><publicationMeta level="product"><publisherInfo><publisherName>Blackwell Publishing Ltd</publisherName><publisherLoc>Oxford, UK</publisherLoc></publisherInfo><doi origin="wiley" registered="yes">10.1111/(ISSN)2044-8325</doi><issn type="print">0963-1798</issn><issn type="electronic">2044-8325</issn><idGroup><id type="product" value="JOOP"></id><id type="publisherDivision" value="ST"></id></idGroup><titleGroup><title type="main" sort="JOURNAL OF OCCUPATIONAL AND ORGANIZATIONAL PSYCHOLOGY">Journal of Occupational and Organizational Psychology</title></titleGroup></publicationMeta><publicationMeta level="part" position="03101"><doi origin="wiley">10.1111/joop.2007.80.issue-1</doi><numberingGroup><numbering type="journalVolume" number="80">80</numbering><numbering type="journalIssue" number="1">1</numbering></numberingGroup><coverDate startDate="2007-03">March 2007</coverDate></publicationMeta><publicationMeta level="unit" type="article" position="7" status="forIssue"><doi origin="wiley">10.1348/096317905X80183</doi><idGroup><id type="unit" value="JOOP266"></id></idGroup><countGroup><count type="pageTotal" number="17"></count></countGroup><titleGroup><title type="tocHeading1">Article</title></titleGroup><copyright>2007 The British Psychological Society</copyright><eventGroup><event type="xmlConverted" agent="Converter:BPG_TO_WML3G version:2.4 mode:FullText" date="2010-12-16"></event><event type="firstOnline" date="2010-12-24"></event><event type="publishedOnlineFinalForm" date="2010-12-24"></event><event type="xmlConverted" agent="Converter:WILEY_ML3G_TO_WILEY_ML3GV2 version:3.8.8" date="2014-01-31"></event><event type="xmlConverted" agent="Converter:WML3G_To_WML3G version:4.1.7 mode:FullText,remove_FC" date="2014-10-30"></event></eventGroup><numberingGroup><numbering type="pageFirst" number="91">91</numbering><numbering type="pageLast" number="107">107</numbering></numberingGroup><correspondenceTo> Correspondence should be addressed to Joachim E. Fischer, Mannheim Institute of Public Health, Ludolf‐Krehl‐Str 7‐11, D‐68167 Mannheim, Germany (e‐mail: <email>fischer@healthvision.ch</email>).</correspondenceTo><linkGroup><link type="toTypesetVersion" href="file:JOOP.JOOP266.pdf"></link></linkGroup></publicationMeta><contentMeta><unparsedEditorialHistory>Received 15 October 2004; revised version received 10 October 2005</unparsedEditorialHistory><countGroup><count type="figureTotal" number="0"></count><count type="tableTotal" number="5"></count><count type="formulaTotal" number="0"></count><count type="referenceTotal" number="82"></count><count type="linksCrossRef" number="130"></count></countGroup><titleGroup><title type="main">Effort‐reward‐imbalance, overcommitment and self‐reported health: Is it the interaction that matters?</title></titleGroup><creators><creator creatorRole="author" xml:id="cr1" affiliationRef="#a1"><personName><givenNames>Daniel</givenNames><familyName>Preckel</familyName></personName></creator><creator creatorRole="author" xml:id="cr2" affiliationRef="#a1"><personName><givenNames>Michael</givenNames><familyName>Meinel</familyName></personName></creator><creator creatorRole="author" xml:id="cr3" affiliationRef="#a2"><personName><givenNames>Brigitte M.</givenNames><familyName>Kudielka</familyName></personName></creator><creator creatorRole="author" xml:id="cr4" affiliationRef="#a3"><personName><givenNames>Hans‐Joachim</givenNames><familyName>Haug</familyName></personName></creator><creator creatorRole="author" xml:id="cr5" affiliationRef="#a4" corresponding="yes"><personName><givenNames>Joachim E.</givenNames><familyName>Fischer</familyName></personName></creator></creators><affiliationGroup><affiliation xml:id="a1" countryCode="CH"><unparsedAffiliation>Institute of Behavioral Sciences, Swiss Federal Institute of Technology, Zurich, Switzerland</unparsedAffiliation></affiliation><affiliation xml:id="a2" countryCode="DE"><unparsedAffiliation>Department of Psychology, University of Trier, Germany</unparsedAffiliation></affiliation><affiliation xml:id="a3" countryCode="CH"><unparsedAffiliation>Psychiatric Department of the University of Zurich, Switzerland</unparsedAffiliation></affiliation><affiliation xml:id="a4" countryCode="DE"><unparsedAffiliation>Institute of Public Health, Mannheim Medical Faculty, Heidelberg University, Germany</unparsedAffiliation></affiliation></affiliationGroup><abstractGroup><abstract type="main" xml:lang="en"><p>In recent years, the effort‐reward‐imbalance (ERI) model has become widely used as a framework for examining job characteristics and employee's health. 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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. 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