Discrimination of five different forms of work satisfaction by effort-reward imbalance, work engagement, and control at work

2008 ◽  
Author(s):  
A. Inauen ◽  
G. F. Bauer ◽  
G. J. Jenny ◽  
S. Deplazes
Keyword(s):  
Work Engagement ◽  
Work Satisfaction ◽  
Effort Reward Imbalance ◽  
Reward Imbalance ◽  
And Control

scholarly journals Effects of effort-reward imbalance, job satisfaction, and work engagement on self-rated health among healthcare workers

2020 ◽  
Author(s):  
Danping Liu ◽  
Jingjing Ge ◽  
Jing He ◽  
Yan Liu ◽  
Juying Zhang ◽  
...  
Keyword(s):  
Job Satisfaction ◽  
Work Engagement ◽  
Workplace Violence ◽  
Structural Equation ◽  
Healthcare Workers ◽  
Significant Negative Correlation ◽  
Perfect State ◽  
Self Rated Health ◽  
Effort Reward Imbalance ◽  
Reward Imbalance

Abstract Background: Healthcare workers, whose job is to protect and improve the health of populations, are critical to the success of health systems and to achieving national and global health goals. To respond effectively to the health needs of populations, healthcare workers themselves must be in a perfect state of health. However, healthcare workers face various psychosocial pressures, including night shifts, long working hours, demands of patient care, medical disputes, workplace violence, and emotional distress due to poor interactions with patients and colleagues and poor promotion prospects. Constant exposure to these psychosocial hazards adversely impacts healthcare workers’ health. This study aimed to examine the influence of effort-reward imbalance, job satisfaction, and work engagement on self-rated health among healthcare workers, which is conducive to providing policy guidance from several aspects as possible as to improve healthcare workers’ health. Methods : The Chinese Sixth National Health and Services Survey in Sichuan Province was conducted from August 2018 to October 2018, and we analysed 1327 valid responses. We used structural equation modelling (SEM) to test the hypothesized relationship among the variables. Results: Only 40.1% of healthcare workers rated their health as ‘relatively good’ or ‘good’. Effort-reward imbalance had a significant negative correlation with self-rated health (β=-0.053, 95%CI: (-0.163) -(-0.001)). The relationships of effort-reward imbalance and work engagement with self-rated health were both mediated by job satisfaction (95%CI: (-0.150) -(-0.050), (0.011) -(0.022)). Work engagement mediated the relationship between effort-reward imbalance and self-rated health (95%CI: (-0.064) -(-0.008)). Conclusion: In order to improve the health of healthcare workers, administrators should balance effort and reward and provide opportunities for career development and training for healthcare workers. In addition, health managers should help healthcare workers realize the significance and value of work and help keep them actively devoted to their work through incentive mechanisms.

scholarly journals Effects of effort-reward imbalance, job satisfaction, and work engagement on self-rated health among healthcare workers

2020 ◽  
Author(s):  
Jingjing Ge ◽  
Jing He ◽  
Yan Liu ◽  
Juying Zhang ◽  
Jingping Pan ◽  
...  
Keyword(s):  
Job Satisfaction ◽  
Work Engagement ◽  
Workplace Violence ◽  
Structural Equation ◽  
Healthcare Workers ◽  
Perfect State ◽  
Self Rated Health ◽  
Healthcare Needs ◽  
Effort Reward Imbalance ◽  
Reward Imbalance

Abstract Background Healthcare workers, who protect and improve the health of individuals, are critical to the success of health systems and achieving national and global health goals. To respond effectively to the healthcare needs of populations, healthcare workers themselves must be in a perfect state of health. However, healthcare workers face various psychosocial pressures, including having to work night shifts, long working hours, demands of patient care, medical disputes, workplace violence, and emotional distress due to poor interactions with patients and colleagues, and poor promotion prospects. Constant exposure to these psychosocial hazards adversely impacts healthcare workers’ health. Consequently, this study aimed to examine the influence of effort-reward imbalance, job satisfaction, and work engagement on self-rated health of healthcare workers. The results would be conducive to providing policy guidance to improve the health of healthcare workers. Methods We analysed the data of 1327 participants from The Chinese Sixth National Health and Services Survey in Sichuan Province that was conducted from August 2018 to October 2018. Structural equation modelling was used to test the hypothesized relationships among the variables. Results Only 40.1% of healthcare workers rated their health as ‘relatively good’ or ‘good’. Effort-reward imbalance had a significant negative correlation with self-rated health (β = -0.053, 95% CI [-0.163, -0.001]). The associations of effort-reward imbalance and work engagement with self-rated health were both mediated by job satisfaction (95% CI [-0.150, -0.050] and [0.011, 0.022]), and work engagement mediated the relationship between effort-reward imbalance and self-rated health (95% CI [-0.064, -0.008]). Conclusion In order to improve the health of healthcare workers, administrators should balance effort and reward and provide opportunities for career development and training. In addition, health managers should help healthcare workers realize the significance and value of their work and keep them actively devoted to their work through incentive mechanisms.

scholarly journals Effects of effort-reward imbalance, job satisfaction, and work engagement on self-rated health among healthcare workers

2021 ◽  
Vol 21 (1) ◽  
Author(s):  
Jingjing Ge ◽  
Jing He ◽  
Yan Liu ◽  
Juying Zhang ◽  
Jingping Pan ◽  
...  
Keyword(s):  
Job Satisfaction ◽  
Work Engagement ◽  
Workplace Violence ◽  
Structural Equation ◽  
Healthcare Workers ◽  
Significant Negative Correlation ◽  
Self Rated Health ◽  
Healthcare Needs ◽  
Effort Reward Imbalance ◽  
Reward Imbalance

Abstract Background Healthcare workers, who protect and improve the health of individuals, are critical to the success of health systems and achieving national and global health goals. To respond effectively to the healthcare needs of populations, healthcare workers themselves must be in a good state of health. However, healthcare workers face various psychosocial pressures, including having to work night shifts, long working hours, demands of patient care, medical disputes, workplace violence, and emotional distress due to poor interactions with patients and colleagues, and poor promotion prospects. Constant exposure to these psychosocial hazards adversely impacts healthcare workers’ health. Consequently, this study aimed to examine the influence of effort-reward imbalance, job satisfaction, and work engagement on self-rated health of healthcare workers. The results would be conducive to providing policy guidance to improve the health of healthcare workers. Methods We analysed the data of 1327 participants from The Chinese Sixth National Health and Services Survey in Sichuan Province that was conducted from August 2018 to October 2018. Structural equation modelling was used to test the hypothesized relationships among the variables. Results Only 40.1% of healthcare workers rated their health as ‘relatively good’ or ‘good’. Effort-reward imbalance had a significant negative correlation with self-rated health (β = − 0.053, 95% CI [− 0.163, − 0.001]). The associations of effort-reward imbalance and work engagement with self-rated health were both mediated by job satisfaction (95% CI [− 0.150, − 0.050] and [0.011, 0.022]), and work engagement mediated the relationship between effort-reward imbalance and self-rated health (95% CI [− 0.064, − 0.008]). Conclusion In order to improve the health of healthcare workers, administrators should balance effort and reward and provide opportunities for career development and training. In addition, health managers should help healthcare workers realize the significance and value of their work and keep them actively devoted to their work through incentive mechanisms.

The combined effects of job demand and control, effort-reward imbalance and work-family conflicts on the risk of major depressive episode: a 4-year longitudinal study

2017 ◽  
Vol 75 (1) ◽  
pp. 6-11 ◽  
Author(s):  
Yeshambel T Nigatu ◽  
JianLi Wang
Keyword(s):  
Major Depression ◽  
Combined Effects ◽  
Working Population ◽  
Family Conflicts ◽  
Work Related ◽  
Job Demand ◽  
Effort Reward Imbalance ◽  
Reward Imbalance ◽  
Work Family ◽  
And Control

PurposeWork-related psychosocial factors may precipitate the onset of depression. In occupational mental health research, there are three widely used theoretical models, namely, job demand and control (JD-C), effort-reward imbalance (ERI) and work-family conflicts (WFC). However, the interaction between these models and their combined effect on the risk of major depression in the workplace is largely unknown. The aim of this study is to examine the longitudinal combined effects of JD-C, ERI and WFC on the risk of major depression in the working population.MethodsLongitudinal data (2008-2013) were collected on randomly selected participants (n=4200) from the working population of the province of Alberta, Canada, at baseline and 1-, 2-, 3- and 4-year follow-up. Data about JD-C, ERI, WFC and major depression were collected by trained interviewers using a computer-assisted telephone interviewing method. Generalised estimating equations for longitudinal modelling were used.ResultsThere was an independent association between high ERI and high WFC at tx and major depression at tx+1 (OR 1.56, 95% CI 1.25 to 1.96; OR 1.33, 95% CI 1.16 to 1.52), respectively. The combined effects of JD-C and ERI, ERI and WFC, and WFC and JD-C on the risk of major depression were as follows: OR 1.71, 95% CI 1.22 to 2.42, OR 2.47, 95% CI 1.99 to 3.49 and OR 2.21, 95% CI 1.48 to 3.30, respectively. The relative excess risks attributable to the interactions were statistically non-significant.ConclusionsWork-related psychosocial factors are associated with increased risk of major depression over time, but their combined effect is not synergistic. The effects of the factors depicted in the three occupational health models on the risk of major depression appear to be additive.

scholarly journals Relationship between Effort Reward Imbalance and Work Engagement among Medical Staff in Egypt: A Cross-Sectional Analytic Study

2022 ◽  
Vol 05 (01) ◽  
Author(s):  
Doaa Kamal ◽  
Nourhan F. Wasfy ◽  
Almass Fathi Hassan Taie ◽  
Sarah Eltouny ◽  
Ahmed Mohamed Sanad ◽  
...  
Keyword(s):  
Work Engagement ◽  
Medical Staff ◽  
Analytic Study ◽  
Cross Sectional ◽  
Effort Reward Imbalance ◽  
Reward Imbalance

scholarly journals Effects of effort-reward imbalance, job satisfaction, and work engagement on self-rated health among healthcare workers

2021 ◽  
Author(s):  
Jingjing Ge ◽  
Jing He ◽  
Yan Liu ◽  
Juying Zhang ◽  
Jingping Pan ◽  
...  
Keyword(s):  
Job Satisfaction ◽  
Work Engagement ◽  
Workplace Violence ◽  
Structural Equation ◽  
Healthcare Workers ◽  
Significant Negative Correlation ◽  
Self Rated Health ◽  
Healthcare Needs ◽  
Effort Reward Imbalance ◽  
Reward Imbalance

Abstract Background: Healthcare workers, who protect and improve the health of individuals, are critical to the success of health systems and achieving national and global health goals. To respond effectively to the healthcare needs of populations, healthcare workers themselves must be in a good state of health. However, healthcare workers face various psychosocial pressures, including having to work night shifts, long working hours, demands of patient care, medical disputes, workplace violence, and emotional distress due to poor interactions with patients and colleagues, and poor promotion prospects. Constant exposure to these psychosocial hazards adversely impacts healthcare workers’ health. Consequently, this study aimed to examine the influence of effort-reward imbalance, job satisfaction, and work engagement on self-rated health of healthcare workers. The results would be conducive to providing policy guidance to improve the health of healthcare workers.Methods: We analysed the data of 1327 participants from The Chinese Sixth National Health and Services Survey in Sichuan Province that was conducted from August 2018 to October 2018. Structural equation modelling was used to test the hypothesized relationships among the variables. Results: Only 40.1% of healthcare workers rated their health as ‘relatively good’ or ‘good’. Effort-reward imbalance had a significant negative correlation with self-rated health (β = -0.053, 95% CI [-0.163, -0.001]). The associations of effort-reward imbalance and work engagement with self-rated health were both mediated by job satisfaction (95% CI [-0.150, -0.050] and [0.011, 0.022]), and work engagement mediated the relationship between effort-reward imbalance and self-rated health (95% CI [-0.064, -0.008]). Conclusion: In order to improve the health of healthcare workers, administrators should balance effort and reward and provide opportunities for career development and training. In addition, health managers should help healthcare workers realize the significance and value of their work and keep them actively devoted to their work through incentive mechanisms.

Relationships between effort-reward imbalance and work engagement in police officers: taking a salutogenic perspective

2019 ◽  
Author(s):  
Christine Wolter ◽  
Andreas Santa Maria ◽  
Stephanie Georg ◽  
Tino Lesener ◽  
Burkhard Gusy ◽  
...  
Keyword(s):  
Work Engagement ◽  
Police Officers ◽  
Effort Reward Imbalance ◽  
Reward Imbalance

scholarly journals Effects of effort-reward imbalance, job satisfaction, and work engagement on self-rated health among healthcare workers

2021 ◽  
Author(s):  
Jingjing Ge ◽  
Jing He ◽  
Yan Liu ◽  
Juying Zhang ◽  
Jingping Pan ◽  
...  
Keyword(s):  
Job Satisfaction ◽  
Work Engagement ◽  
Workplace Violence ◽  
Structural Equation ◽  
Healthcare Workers ◽  
Significant Negative Correlation ◽  
Self Rated Health ◽  
Healthcare Needs ◽  
Effort Reward Imbalance ◽  
Reward Imbalance

Abstract Background: Healthcare workers, who protect and improve the health of individuals, are critical to the success of health systems and achieving national and global health goals. To respond effectively to the healthcare needs of populations, healthcare workers themselves must be in a good state of health. However, healthcare workers face various psychosocial pressures, including having to work night shifts, long working hours, demands of patient care, medical disputes, workplace violence, and emotional distress due to poor interactions with patients and colleagues, and poor promotion prospects. Constant exposure to these psychosocial hazards adversely impacts healthcare workers’ health. Consequently, this study aimed to examine the influence of effort-reward imbalance, job satisfaction, and work engagement on self-rated health of healthcare workers. The results would be conducive to providing policy guidance to improve the health of healthcare workers.Methods: We analysed the data of 1327 participants from The Chinese Sixth National Health and Services Survey in Sichuan Province that was conducted from August 2018 to October 2018. Structural equation modelling was used to test the hypothesized relationships among the variables. Results: Only 40.1% of healthcare workers rated their health as ‘relatively good’ or ‘good’. Effort-reward imbalance had a significant negative correlation with self-rated health (β = -0.053, 95% CI [-0.163, -0.001]). The associations of effort-reward imbalance and work engagement with self-rated health were both mediated by job satisfaction (95% CI [-0.150, -0.050] and [0.011, 0.022]), and work engagement mediated the relationship between effort-reward imbalance and self-rated health (95% CI [-0.064, -0.008]). Conclusion: In order to improve the health of healthcare workers, administrators should balance effort and reward and provide opportunities for career development and training. In addition, health managers should help healthcare workers realize the significance and value of their work and keep them actively devoted to their work through incentive mechanisms.

Psychosoziale Merkmale der Arbeit, Überforderungserleben und Depressivität

2008 ◽  
Vol 52 (4) ◽  
pp. 191-203 ◽  
Author(s):  
Ulrike Rösler ◽  
Ute Stephan ◽  
Katja Hoffmann ◽  
Katja Morling ◽  
Anett Müller ◽  
...  
Keyword(s):  
Job Demand ◽  
Effort Reward Imbalance ◽  
Reward Imbalance ◽  
Demand Control

Die vorliegende Studie untersuchte die im Job-Demand-Control-Support-Modell und Effort-Reward-Imbalance-Modell beschriebenen Tätigkeitsmerkmale in Bezug auf Depressivität in einer Stichprobe von 265 Erwerbstätigen. Anhand konfirmatorischer Faktorenanalysen wurden Gemeinsamkeiten und Unterschiede beider Modelle geprüft. Anschließend wurde die Bedeutung der nachweisbaren Tätigkeitsmerkmale für die Vorhersage von Depressivität getestet und untersucht, inwieweit die Effekte durch Überforderungserleben mediiert werden. Die Analysen zeigten, dass die Modelle sowohl gemeinsame (Arbeitsintensität bzw. berufliche Anforderungen) als auch distinkte Arbeitsmerkmale (Tätigkeitsspielraum, Arbeitsplatzsicherheit, beruflicher Status, soziale Anerkennung) erfassen. Hohe Arbeitsintensität, geringe Arbeitsplatzsicherheit und fehlende soziale Anerkennung standen in signifikantem Zusammenhang mit Depressivität. Anders als erwartet war der berufliche Status positiv mit Depressivität assoziiert, während für den Tätigkeitsspielraum keine signifikanten Effekte nachweisbar waren. Das Pfadmodell bestätigte sowohl direkte als auch durch Überforderungserleben vermittelte Zusammenhänge zwischen den Tätigkeitsmerkmalen und Depressivität (39 % Varianzaufklärung). Die Ergebnisse bieten eine Grundlage für die Identifizierung potenzieller Risikofaktoren für das Auftreten depressiver Symptome am Arbeitsplatz.

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