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Reward Imbalance (reward + imbalance)
Selected AbstractsThe association of socioeconomic status and psychosocial and physical workplace factors with musculoskeletal injury in hospital workers,AMERICAN JOURNAL OF INDUSTRIAL MEDICINE, Issue 4 2007Marion Gillen RN Abstract Background The combined effect of socioeconomic, organizational, psychosocial, and physical factors on work-related musculoskeletal disorders (WRMSDs) were studied in a heterogeneous, socioeconomically diverse sample (cases and their matched referents) of hospital workers. Methods Cases were defined by a new acute or cumulative work-related musculoskeletal injury; referents were matched by job group, shift length, or at random. Information was obtained through telephone interviews and on-site ergonomics observation. Questionnaire items included sociodemographic variables, lost work time, work effectiveness, health status, pain/disability, and psychosocial working conditions using Effort Reward Imbalance (ERI) and Demand-Control (DC) models. Two multivariate models were tested: Model 1 included occupation as a predictor; Model 2 included education,income as a predictor. Results Cases reported greater pain, disability, lost time, and decreased work effectiveness than the referents. Model 1 was statistically significant for neck/upper extremity injury (Chi-square,=,19.3, P,=,0.01), back/lower extremity injury (Chi-square,=,14.0, P,=,0.05), and all injuries combined (Chi-square,=,25.4, P,=,0.001). "Other Clinical" occupations (34% mental health workers) had the highest risk of injury (OR 4.5: 95%CI, 1.7,12.1) for all injuries. The ERI ratio was a significant predictor for neck and upper extremity (OR 1.5: 95%CI, 1.1,1.9) and all injuries (OR 1.3; 95%CI, 1.04,1.5), per SD change in score. Conclusions In this study, the risk of WRMSDs was more strongly influenced by specific psychosocial and physical job-related exposures than by broad socioeconomic factors such as education and income. Am. J. Ind. Med. 2007. © 2007 Wiley-Liss, Inc. [source] Occupational stress in (inter)action: the interplay between job demands and job resourcesJOURNAL OF ORGANIZATIONAL BEHAVIOR, Issue 5 2005Natasja van Vegchel The present study addresses theoretical issues involving different interaction effects between job demands and job resources, accompanied by a thorough empirical test of interaction terms in the demand,control (DC) model and the effort,reward imbalance (ERI) model in relation to employee health and well-being (i.e., exhaustion, psychosomatic health complaints, company-registered sickness absence). Neither the DC model nor the ERI model gives a clear theoretical rationale or preference for a particular interaction term. Hierarchical regression analyses were conducted among 405 nursing home employees and cross-validated in a comparable sample (N,=,471). Results including cross-validation showed that only a multiplicative interaction term yielded consistent results for both the DC model and the ERI model. Theoretical as well as empirical results argue for a multiplicative interaction term to test the DC model and the ERI model. Future job stress research may benefit from the idea that there should be a theoretical preference for any interaction form, either in the DC model or in the ERI model. However, more research on interactions is needed to address this topic adequately. Copyright © 2005 John Wiley & Sons, Ltd. [source] Factors associated with safe patient handling behaviors among critical care nursesAMERICAN JOURNAL OF INDUSTRIAL MEDICINE, Issue 9 2010Soo-Jeong Lee RN Abstract Background Patient handling is a major risk factor for musculoskeletal (MS) injury among nurses. The aims of the study were to describe nurses' work behaviors related to safe patient handling and identify factors influencing their safe work behaviors, including the use of lifting equipment. Methods A cross-sectional study using a mailed questionnaire with a nationwide random sample of 361 critical care nurses. Nurses reported on the physical, psychosocial, and organizational characteristics of their jobs and on their MS symptoms, risk perception, work behaviors, and demographics. Hierarchical multiple linear regression analyses were used to identify significant factors. Results More than half of participants had no lifting equipment on their unit, and 74% reported that they performed all patient lift or transfer tasks manually. Significant factors for safer work behavior included better safety climate, higher effort,reward imbalance, less overcommitment, greater social support, and day shift work. Physical workload, personal risk perception, or MS symptom experiences were not associated with safe work behavior. Conclusions Safe work behaviors are best understood as socio-cultural phenomena influenced by organizational, psychosocial, and job factors but, counter to extant theories of health behaviors, do not appear to be related to personal risk perception. Management efforts to improve working conditions and enhance safety culture in hospitals could prove to be crucial in promoting nurses' safe work behavior and reducing risk of MS injury. Am. J. Ind. Med. 53:886,897, 2010. © 2010 Wiley-Liss, Inc. [source] The association between effort,reward imbalance and coronary atherosclerosis in a Chinese sampleAMERICAN JOURNAL OF INDUSTRIAL MEDICINE, Issue 7 2010Weixian Xu MD Abstract Background Previous studies of job strain and coronary heart disease (CHD) have produced mixed findings. We aimed to examine the association between job stress evaluated by the effort,reward imbalance (ERI) model and coronary atherosclerosis assessed by coronary angiography in a Chinese sample. Methods Three-hundred twenty participants accepting coronary angiography for the first time were enrolled in series. Job stressors were evaluated by the ERI model. The presence and severity of CHD were assessed by measuring the coronary artery stenosis (the presence of >50% luminal stenosis in one or more major coronary arteries). The association between job stressors and CHD was examined by multivariate analysis. Results Compared with the low-level group, high-level effort, overcommitment, and ERI increased CHD risk with odds ratio (OR) 2.5 (95% confidence interval (CI): 1.2,5.0), 2.5 (95% CI: 1.2,5.0), 2.4 (95% CI: 1.2,4.9), respectively, after adjustment for confounders. They were also significantly positively correlated with the complexity of coronary artery lesions, respectively. Dose,response relationships were observed. Conclusions ERI was associated with coronary artery lesions in a sample of Chinese workers. Longitudinal research and interventional designs are needed to confirm the mechanism and to provide evidence for the prevention of CHD. Am. J. Ind. Med. 53:655,661, 2010. © 2010 Wiley-Liss, Inc. [source] Psychosocial work factors and shoulder pain in hotel room cleaners,AMERICAN JOURNAL OF INDUSTRIAL MEDICINE, Issue 7 2010Barbara J. Burgel RN, FAAN Abstract Background Hotel room cleaners have physically demanding jobs that place them at high risk for shoulder pain. Psychosocial work factors may also play a role in shoulder pain, but their independent role has not been studied in this group. Methods Seventy-four percent (941 of 1,276) of hotel room cleaners from five Las Vegas hotels completed a 29-page survey assessing health status, working conditions, and psychosocial work factors. For this study, 493 of the 941 (52%) with complete data for 21 variables were included in multivariate logistic regression analyses. Results Fifty-six percent reported shoulder pain in the prior four weeks. Room cleaners with effort,reward imbalance (ERI) were three times as likely to report shoulder pain (OR 2.99, 95% CI 1.95,4.59, P,=,0.000) even after adjustment for physical workload and other factors. After adjustment for physical workload, job strain and iso-strain were not significantly associated with shoulder pain. Conclusions ERI is independently associated with shoulder pain in hotel room cleaners even after adjustment for physical workload and other risk factors. Am. J. Ind. Med. 53:743,756, 2010. © 2010 Wiley-Liss, Inc. [source] Effort,reward imbalance at work and self-rated health of Las Vegas hotel room cleanersAMERICAN JOURNAL OF INDUSTRIAL MEDICINE, Issue 4 2010Niklas Krause MD Abstract Background This study investigates the relationship between effort-reward-imbalance (ERI) at work and self-rated health (SF-36) among 941 Las Vegas hotel room cleaners (99% female, 84% immigrant). Methods Logistic regression models adjust for age, health behaviors, physical workload and other potential confounders. Results 50% reported ERI and 60% poor or fair general health. Significant associations were found between ERI and all SF-36 health measures. Workers in the upper quartile of the efforts/rewards ratio were 2,5 times more likely to experience poor or fair general health, low physical function, high levels of pain, fatigue, and role limitations due to physical and mental health problems. Conclusions The cross-sectional design limits causal interpretation of these associations. However, the development of interventions to reduce ERI and to improve general health among room cleaners deserves high priority considering that both high ERI and low self-rated health have predicted chronic diseases and mortality in prospective studies. Am. J. Ind. Med. 53:372,386, 2010. © 2009 Wiley-Liss, Inc. [source] Illegitimate Tasks and Counterproductive Work BehaviorAPPLIED PSYCHOLOGY, Issue 1 2010Norbert K. Semmer Illegitimate tasks represent a new stressor concept that is specifically tied to feeling offended. Tasks are legitimate to the extent that they conform to norms about what can reasonably be expected from a given person, and they are illegitimate to the extent that they violate such norms. Illegitimate tasks therefore are conceived as offending one's professional identity, and thus, the self. Previous research has shown illegitimate tasks to be related to indicators of well-being and strain, controlling for other stressors. We now present two studies showing that illegitimate tasks relate to counterproductive work behavior, controlling for effort,reward imbalance in Study 1, for personality (conscientiousness and agreeableness) and organisational justice in Study 2. Thus, illegitimate tasks are associated with behavior that may be labeled "active, but in the wrong direction". Les tâches illégitimes représentent une nouvelle source de stress qui est spécifiquement en rapport avec une sensibilité froissée. Les tâches sont légitimes dans la mesure où elles correspondent à ce qui peut être raisonnablement attendu d'une personne donnée, et illégitimes dans le cas contraire. Les tâches illégitimes sont donc perçues comme offensant l'identité professionnelle et par suite le soi. Les recherches passées ont montré que les tâches illégitimes étaient reliées à des indicateurs de bien-être et de tension en contrôlant d'autres sources de stress. Nous présentons deux études montrant que les tâches illégitimes sont en relation avec un comportement professionnel contre-productif, en contrôlant le déséquilibre effort-récompense dans la première étude, la justice organisationnelle et la personnalité (le sens des responsabilités et la convivialité) dans la seconde recherche. Les tâches illégitimes sont associées à un comportement qui peut être décrit comme «productif, mais dans une mauvaise direction.» [source] A Review of the Effect of the Psychosocial Working Environment on Physiological Changes in Blood and UrineBASIC AND CLINICAL PHARMACOLOGY & TOXICOLOGY, Issue 2 2009Åse M. Hansen Literature databases (PubMed, Toxline, Biosis and Embase) were screened using the key words job, work-related and stress in combination with selected physiological parameters. In total, 51 work place studies investigated the associations between the psychosocial working environment and physiological changes, of which 20 were longitudinal studies and 12 population-based studies. The studied exposures in work place/population-based studies included: job demands (26/8 studies), job control (24/10 studies), social support and/or leadership behaviour (12/3 studies), effort,reward imbalance (three/one studies), occupational changes (four studies), shift work (eight studies), traumatic events (one study) and other (five studies). The physiological responses were catecholamines (adrenaline, noradrenaline) (14 studies), cortisol (28 studies), cholesterol (23 studies), glycated haemoglobinA1c (six studies), testosterone (nine studies), oestrogens (three studies), dehydroepiandrosterone (six studies), prolactin (14 studies), melatonin (one study), thyroxin (one study), immunoglobulin (Ig) A (five studies), IgG (four studies), IgM (one study) and fibrinogen (eight studies). In general, fibrinogen and catabolic indicators, defined as energy releasing, were increased, whereas the anabolic indicators defined as constructive building up energy resources were decreased when the psychosocial working environment was perceived as poor. In conclusion, in this review the association between an adverse psychosocial working environment and HbA1c, testosterone and fibrinogen in serum was found to be a robust and potential candidate for a physiological effect of the psychosocial working environment. Further, urinary catecholamines appear to reflect the effects of shift work and monotonous work. [source] | ||||||||||