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1 – 10 of 271Although the effort‐reward imbalance (ERI) model of job stress has gained support in predicting employee health, it has rarely been examined in the context of the work‐home…
Abstract
Purpose
Although the effort‐reward imbalance (ERI) model of job stress has gained support in predicting employee health, it has rarely been examined in the context of the work‐home interface. This study aims to test an expanded ERI model in predicting work‐life conflict (WLC) in university employees. Three hypotheses relating to the ERI are tested. It is also predicted that lower organisational support for work‐life balance, less schedule flexibility and lower levels of separation between work and home life will lead to increased work‐life conflict.
Design/methodology/approach
In this cross‐sectional study, 1,108 employees working in UK universities completed questionnaires assessing ERI, WLC, schedule flexibility, employer support and work‐life separation/integration.
Findings
Strong main effects of job‐related efforts, rewards and over‐commitment on WLC are found. A significant two‐way interaction (effort×reward) and some evidence for a three‐way interaction effort×reward×over‐commitment) are observed. Perceived schedule flexibility and work‐life integration also make significant contributions to the variance in WLC. The final model explains 66 per cent of criterion variance.
Research limitations/implications
As the study is cross‐sectional, causal relationships cannot be established.
Practical implications
This study extends knowledge of the ERI model as a predictor of WLC. More research is required into ways in which effort‐reward inequity and over‐commitment might threaten work‐life balance, together with the working practices and organisational factors which might modify this threat.
Originality/value
The ERI model has rarely been examined in the context of the work‐home interface. The importance of effort‐reward imbalance and over‐commitment to WLC has been highlighted.
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Dominic Dankwah Agyei, Faustina Aryeetey, Adaora Chigozie Obuezie and Sixolile Nkonyeni
The purpose of this paper is to focus on describing the experience of occupational psychosocial stress among librarians in Ghana, Nigeria and South Africa. It further seeks to…
Abstract
Purpose
The purpose of this paper is to focus on describing the experience of occupational psychosocial stress among librarians in Ghana, Nigeria and South Africa. It further seeks to identify the various psychosocial stress components and how they interact to determine the stress level of librarians.
Design/methodology/approach
Using the Effort-Reward Imbalance scale, this descriptive study employed a web-based data collection tool (Google Form) to design and solicit data from respondents. Convenient sampling technique was used to employ 153 librarians from Ghana, Nigeria and South Africa with at least a diploma in any library-related programme, who work in either academic, public or special libraries.
Findings
This study established the prevalence of occupational psychosocial stress among librarians from Ghana, Nigeria and South Africa. It was realised that gender, country of residence of respondents, age, work experience, workers with children under 13 years of age and work roles were the main factors that influenced the occupational stress among the respondents.
Research limitations/implications
The response rate for this study was low. As a result, undertaking any inferential statistics to explain relationships was not possible.
Originality/value
The value of this study lies in the depth of narrative data collected and the insight it affords with regards to contemporary work within libraries in Africa and beyond. The results presented may provide both a starting point for further discussion and may also promote an increased openness about issues of employee safety in the library environment.
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Henrique Duarte and Diniz Lopes
The career concept has become fuzzier due to changing work patterns, the ageing workforce and the environmental changes occurring during workers lifespans. Together this requires…
Abstract
Purpose
The career concept has become fuzzier due to changing work patterns, the ageing workforce and the environmental changes occurring during workers lifespans. Together this requires a renewed and broader reaching contextualization of this concept. The purpose of this paper is to set out an integrative approach arguing that the integration of career stage models with occupational groups proves more explanative of intrinsic and extrinsic worker motivations.
Design/methodology/approach
Secondary data from 23 European countries were drawn from the European Social Survey 2006. The construct validity and reliability of indicators was analyzed. Hypotheses were tested using discriminant analysis.
Findings
Results showed that neither occupations nor career stages are determinants per se of intrinsic motivations, but are better explained by their mutual integration. Career stages were shown to predict per se extrinsic motivations.
Research limitations/implications
The recourse to the European Social Survey pre-determined scales and the application of age ranges as proxies for careers stages suggested the usage of more specific measures in future studies.
Practical implications
Career management and compensation policies might be better tailored to worker motivations by considering the age ranges (as proxies of career stages) and workers’ occupations.
Originality/value
Findings evidenced the explanatory value of occupations for worker motivations and allowed putting into perspective the contextualization of not only boundaryless and protean career concepts, but also career stage theories. Data support the ecological validity of applying a career stages and occupations framework to a highly diversified and representative sample of European countries.
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The purpose of this paper is to investigate the relationship between transformational leadership and effort-reward imbalance as well as the moderating role of overcommitment and…
Abstract
Purpose
The purpose of this paper is to investigate the relationship between transformational leadership and effort-reward imbalance as well as the moderating role of overcommitment and subjective well-being. In particular, the study focuses on the transformational leadership component individualized consideration and its relationship with effort-reward imbalance.
Design/methodology/approach
Using linear hierarchical regression analyses, the authors tested four hypotheses on a broad sample of 229 German employees.
Findings
The results confirm the expected relationship between transformational leadership and effort-reward imbalance and that the strongest relationship exists with individualized consideration. However, there is no support for the hypothesized moderating effects.
Research limitations/implications
First, the recruitment of the sample via fora and periodicals may bias the results. Second, the dependent and the independent variables were assessed with the same method, thus facilitating a common method bias. Third, the study underlies a cross-sectional design which does not allow drawing conclusions on causality.
Practical implications
The findings provide implications for leaders by showing that the most effective leadership behaviours are those encompassed by the transformational leadership component individualized consideration when it comes to reducing negative health effects of adverse working conditions. Furthermore, the results suggest that overcommitment plays a major role for employees’ effort-reward imbalance and should thus be addressed by specific training measures.
Originality/value
Researchers have devoted little attention to revealing how effort-reward imbalance can be avoided or reduced by leaders. The study attempts to fill this gap by exploring the relationship between effort-reward imbalance and transformational leadership.
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Susanna Kultalahti, Riitta Viitala, Maija Hujala and Tauno Kekale
The purpose of this study is to gain more understanding of how competence might matter from the perspective of well-being at work. The authors explore how perceived competence is…
Abstract
Purpose
The purpose of this study is to gain more understanding of how competence might matter from the perspective of well-being at work. The authors explore how perceived competence is connected to perceived work-related well-being among Baby Boomer, Generation X and Generation Y employees.
Design/methodology/approach
The authors explore how perceived competence is connected to perceived work-related well-being among Baby Boomer, Generation X and Generation Y employees. The frames of reference of the study are based on literature on employee well-being (measured with work engagement and overcommitment) and competence, as well as on generational discussions. The quantitative, questionnaire-based study was conducted in 88 companies in Finland, with the total number of respondents being 4,418.
Findings
The main finding was that perceived competence related to current duties is statistically significantly connected to employee well-being. The results indicate that high competence results in high employee well-being in all generational groups. Further, Generation Y estimated their work well-being, both in terms of work engagement and overcommitment, lower than Baby Boomers or Generation X. The results suggest that developing competence of employees in organizations seems to be an important means to also support work well-being. It is especially important to pay attention to that among Generation Y, who take their first steps in working life. Competence is a meaningful factor for coping in working life in continually changing work environments. Incompetence is not just a factor for poor performance but also a potential threat to employee well-being.
Originality/value
Most of the competence/workplace learning results research concentrates on cognitive competence and skills, often from the employers’ benefit viewpoint (useful skills, productivity increase). This study starts from the finding that new generations of workers rather look for a meaningful work life, and thus, a feeling of having the necessary competences directly improves their well-being and, thus, life quality. Furthermore, the study is based on an original questionnaire-based study conducted in 88 companies in Finland, with the total number of respondents being 4,418.
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Jonas W.B. Lang, Sander Van Hoeck and J. Malte Runge
Research on effort-reward “imbalance” (ERI) has gained popularity in the occupational health literature, and authors typically use effort-reward ratios (ERRs) to study this…
Abstract
Purpose
Research on effort-reward “imbalance” (ERI) has gained popularity in the occupational health literature, and authors typically use effort-reward ratios (ERRs) to study this phenomenon. This article provides a methodological and theoretical critique of this literature and suggestions on how future research can better study joint effects of efforts and reward.
Design/methodology/approach
The authors conducted a simulation study, analyzed panel data and surveyed the literature on the theoretical and methodological basis of the “imbalance” concept.
Findings
The simulation study indicates that under many conditions the ERR captures main effects of effort and reward and that effects also depend on the scaling of the variables. The panel data showed that when main effects and the interactions of effort and reward are entered simultaneously in a regression predicting mental and physical health, the significant effect of the ERRs disappears. The literature review reveals that psychological theories include more elaborate theoretical ideas on joint effects of effort and reward.
Research limitations/implications
The results suggest that moderated multiple regression analyses are better suited to detect a misfit between effort and reward than ERRs. The authors also suggest to use the term effort-reward fit in future research.
Originality/value
Methodologically and conceptually the authors showed that the ERR is not an appropriate approach because it confuses main effects with interaction effects. Furthermore, the concept of ERI is better substituted by a broader conceptualization of effort-reward fit that can be integrated with the existing literature on person-environment fit. Recommendations for future research are provided.
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Amanda Allisey, John Rodwell and Andrew Noblet
Frequent absences from work can be highly disruptive, whilst also potentially indicating problematic working conditions that can lead to increased withdrawal behaviour. The…
Abstract
Purpose
Frequent absences from work can be highly disruptive, whilst also potentially indicating problematic working conditions that can lead to increased withdrawal behaviour. The purpose of this paper is to test the predictive capability of an expanded effort-reward imbalance model on employee absenteeism within the context of policing.
Design/methodology/approach
Three separate reward systems are identified by the effort-reward imbalance model. In this study, the authors assessed these individual components for their contribution to officer withdrawal behaviour in the form of absenteeism frequency. Data were gathered from a sample of operational officers (n=553) within a large Australian police agency.
Findings
Findings indicate that there was a strong influence of social rewards such as social support and recognition in the workplace on officer absenteeism rates. Low workload was associated with a higher frequency of absenteeism suggesting a potential underloading effect. There were a number of significant interactions providing support for the effort-reward imbalance mechanism and the separation of the reward construct. Security rewards were particularly influential and significantly moderated the relationship between effort and absenteeism.
Research limitations/implications
Differential effects of occupational rewards were identified in the study, indicating that there are significant opportunities for expansion of the effort-reward imbalance model along with opportunities for HRM practitioners in terms of employee recognition and remuneration programmes. This research was focused on a specific sample of operational officers, therefore should be expanded to include multiple occupational groups.
Originality/value
This paper considers and expanded model of worker strain and contributes a longitudinal assessment of the association between perceived effort and reward systems and worker absenteeism.
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Padma Tripathi, Ankit and Pushpendra Priyadarshi
The purpose of this paper is to study the relationship between trait self-control (TSC) and emotional exhaustion, and to examine the mediating role of effort–reward imbalance…
Abstract
Purpose
The purpose of this paper is to study the relationship between trait self-control (TSC) and emotional exhaustion, and to examine the mediating role of effort–reward imbalance (ERI) and emotional demands.
Design/methodology/approach
A quantitative study was conducted using data from 441 employees working in different organizations in the information technology sector in India. PROCESS macro with a bootstrap sample size of 5,000 was used for mediation analysis.
Findings
TSC demonstrated a significant negative relationship with emotional exhaustion. Results indicated the crucial role played by ERI and emotional demands in influencing the emotional exhaustion of employees with higher TSC.
Originality/value
This study adds substantially to our knowledge of the role of TSC in employee experiences of emotional exhaustion. Results suggest how employees’ ERI perceptions and experiences of emotional demands determine whether higher TSC would reduce experiences of exhaustion. This adds to the knowledge of positive outcomes of self-control while throwing some light on why the use of self-control does not always incur a psychological cost, as suggested by some studies. The findings suggest that self-control is an individual resource that has the ability to alleviate emotional exhaustion through its influence on employees‘ effort–reward perceptions and experiences of emotional demands.
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Padma Tripathi, Pushpendra Priyadarshi, Pankaj Kumar and Sushil Kumar
The purpose of this paper is to study the role of psychosocial safety climate (PSC) on job satisfaction and emotional exhaustion among employees and to examine the mediating role…
Abstract
Purpose
The purpose of this paper is to study the role of psychosocial safety climate (PSC) on job satisfaction and emotional exhaustion among employees and to examine the mediating role of effort–reward imbalance (ERI) in this relationship.
Design/methodology/approach
This study investigated a mediation model with ERI explaining the relationship between PSC and the outcome variables using a sample of 441 employees of information technology (IT) organizations in India. The data were analyzed using structural equation modeling (SEM) techniques with LISREL (linear structural relations) 8.72 software.
Findings
The results suggest that PSC significantly influences the employees' experiences of job satisfaction and emotional exhaustion. Also, ERI was demonstrated as a significant intervening construct with full mediation of the PSC–emotional exhaustion relationship and partial mediation of the PSC–job satisfaction relationship.
Research limitations/implications
The study provides substantial results and arguments to encourage organizational-level commitment for psychosocial risk management through distributive fairness and reciprocity in the form of ERI to foster positive attitudes and prevent negative health and psychological outcomes. The cross-sectional nature of the study limits generalizability but contributes to the literature on work stress in a developing country's context.
Originality/value
The study demonstrates how employee outcomes like job satisfaction and emotional exhaustion often result from their perceptions of inequity and imbalance at the workplace. Further, the study builds a strong case for helping organizations contribute to the United Nations (UN) 2030 sustainability goals by empirically establishing the crucial role of top management's commitment and prioritization of employee psychosocial health and safety for designing primary stress-management initiatives for sustainable psychosocial risk prevention and management.
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The purpose of this study is to examine gender as a key moderator in the relationship between effort-reward imbalance (ERI) and burnout among employees in Caribbean workplaces.
Abstract
Purpose
The purpose of this study is to examine gender as a key moderator in the relationship between effort-reward imbalance (ERI) and burnout among employees in Caribbean workplaces.
Design/methodology/approach
Based on a survey sample of 323 employees in a small developing country in the Caribbean, this study tested the hypothesis that the stressor–strain relationship (captured by ERI and burnout) is stronger for women than for men.
Findings
The results revealed that the effect of high effort-low rewards (i.e. ERI) on burnout among females was significantly larger than its effect on burnout for males. In contrast, high effort-high rewards were significantly associated with higher burnout levels for males.
Research limitations/implications
The study used a cross-sectional approach using self-report measures of burnout, effort and rewards.
Practical implications
Management in organisations should ensure that male and female employees’ efforts and contributions at work are appropriately and fairly rewarded as a means of reducing negative effects of ERIs.
Originality/value
The study examined how gender moderated the adverse effects of a popular work-stress model on employee health in a developing country context.
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