Effort-reward-imbalance, overcommitment and self-reported health : Is it the interaction that matters?
Identifieur interne : 000951 ( PascalFrancis/Corpus ); précédent : 000950; suivant : 000952Effort-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.
Descripteurs français
- Pascal (Inist)
English descriptors
- KwdEn :
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 (I) 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.
Notice en format standard (ISO 2709)
Pour connaître la documentation sur le format Inist Standard.
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Format Inist (serveur)
NO : | FRANCIS 770-07-27481 INIST |
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ET : | Effort-reward-imbalance, overcommitment and self-reported health : Is it the interaction that matters? |
AU : | PRECKEL (Daniel); MEINEL (Michael); KUDIELKA (Brigitte M.); HAUG (Hans-Joachim); FISCHER (Joachim E.) |
AF : | Institute of Behavioral Sciences, Swiss Federal Institute of Technology/Zurich/Suisse (1 aut., 2 aut.); Department of Psychology, University of Trier/Allemagne (3 aut.); Psychiatric Department of the University of Zurich/Suisse (4 aut.); Institute of Public Health, Mannheim Medical Faculty, Heidelberg University/Allemagne (5 aut.) |
DT : | Publication en série; Niveau analytique |
SO : | Journal of occupational and organizational psychology; ISSN 0963-1798; Royaume-Uni; Da. 2007; Vol. 80; No. p. 1; Pp. 91-107; Bibl. 4 p. |
LA : | Anglais |
EA : | 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 (I) 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. |
CC : | 770B12E; 770B12I |
FD : | Récompense; Engagement personnel; Milieu professionnel; Renforcement jeton; Qualité vie; Etat sanitaire; Etude transversale; Stress; Coping; Employé; Homme |
FG : | Environnement social |
ED : | Reward; Personal commitment; Occupational environment; Token reinforcement; Quality of life; Health status; Cross sectional study; Stress; Coping; Employee; Human |
EG : | Social environment |
SD : | Recompensa; Compromiso personal; Medio profesional; Reforzamiento ficha; Calidad vida; Estado sanitario; Estudio transversal; Estrés; Coronación; Empleado; Hombre |
LO : | INIST-1016.354000146908700060 |
ID : | 770 |
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Francis:770-07-27481Le document en format XML
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<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 (I) 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>
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<ET>Effort-reward-imbalance, overcommitment and self-reported health : Is it the interaction that matters?</ET>
<AU>PRECKEL (Daniel); MEINEL (Michael); KUDIELKA (Brigitte M.); HAUG (Hans-Joachim); FISCHER (Joachim E.)</AU>
<AF>Institute of Behavioral Sciences, Swiss Federal Institute of Technology/Zurich/Suisse (1 aut., 2 aut.); Department of Psychology, University of Trier/Allemagne (3 aut.); Psychiatric Department of the University of Zurich/Suisse (4 aut.); Institute of Public Health, Mannheim Medical Faculty, Heidelberg University/Allemagne (5 aut.)</AF>
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<EA>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 (I) 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.</EA>
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